Senior Compensation Analyst
NebiusAbout Nebius:
Nebius is leading a new era in cloud infrastructure for the global AI economy. We are building a full-stack AI cloud platform that supports developers and enterprises from data and model training through to production deployment, without the cost and complexity of building large in-house AI/ML infrastructure.
Built by engineers, for engineers. From large-scale GPU orchestration to inference optimization, we own the hard problems across compute, storage, networking and applied AI.
Listed on Nasdaq (NBIS) and headquartered in Amsterdam, we have a global footprint with R&D hubs across Europe, the UK, North America and Israel. Our team of 1,500+ includes hundreds of engineers with deep expertise across hardware, software and AI R&D.
The Role
Analyzes and administers employee compensation programs to ensure pay practices are competitive, equitable, and aligned with organizational objectives. Conducts market pricing, builds and maintains salary structures, and classifies jobs into appropriate grades and levels. Develops pay recommendations, models financial impact of compensation programs, and administers merit and bonus planning cycles. Prepares reports and analyses for stakeholders, documents policies, monitors regulatory requirements, and drives continuous improvement in compensation workflows and data quality.
Key Responsibilities
- Conducts market pricing by participating in external compensation surveys, performing job matching, and evaluating competitive pay levels in base salary, bonus targets, and salary ranges.
- Reviews and updates the company's salary structure, including pay grades and salary range spread/midpoints, to reflect market movement and internal equity.
- Drafts, reviews, and/or edits job descriptions for consistency and completeness, evaluating and classifying new and existing job descriptions to recommend appropriate job levels, salary grades, and hourly vs. salaried statuses.
- Maintains job and pay records within the HRIS, auditing employee job and compensation data periodically to identify and correct errors, duplicates, and classification inconsistencies.
- Analyzes internal compensation data against internal salary structures and recruitment data to identify pay trends and resolve pay compression or equity issues.
- Reviews compensation requests for new hires, promotions, transfers, and internal equity adjustments, developing recommendations to support compensation-related decisions.
- Models the financial cost of proposed merit increases, market adjustments, and promotional guidelines using budget scenarios, and presents findings to HR leadership to support the compensation programs.
- Administers the merit and bonus planning cycle by configuring planning tools, preparing analyses and manager guidelines, auditing submitted recommendation
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