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What is this webinar about?
The EU Pay Transparency Directive shifts the burden of proof onto employers. Ireland has not yet transposed the Directive, so the exact reporting format and timelines are still to be confirmed, but the principle is fixed: if a pay decision is challenged, you have to show the pay structure was objective and gender-neutral. Not explain it. Show it. That means grades, roles, and pay bands have to exist in your HRIS before the question is asked, not built after the fact.
In this live 45-minute walkthrough, HRLocker CEO Crystel Robbins Rynne will show HR managers how to build grades, roles, and pay bands into the HRIS so it becomes the single source of truth for who earns what and why. This is the layer that pulls ATS data and performance data together into one defensible structure.
Here’s what you’ll walk away with:
- A working definition of job architecture and why the Directive makes it non-negotiable
- A grade structure that fits an Irish SME, not a 5,000-person multinational
- Roles mapped to grades so equal pay for equal work is something you can show, not claim
- Pay bands set up against each grade, with a method for placing people inside them
- A process for handling the awkward cases: long-tenure employees above band, new hires below it, role changes mid-year
- Clean grade and role data flowing through to your reporting, ready for the 100+ and 150+ headcount thresholds
- A ready-to-use setup you can take back to your own HRIS
Bonus!
We have analysed our most frequently asked questions throughout our last 2 webinars that relate to The Pay Transparency Directive and we will answer them all live on this installment.
Don’t miss it!
