At a Glance
- Tasks: Analyse and manage employee compensation programs to ensure competitive pay practices.
- Company: Join Nebius, a leader in cloud infrastructure for the AI economy.
- Benefits: Enjoy competitive compensation, career growth, and a flexible work environment.
- Other info: Be part of a diverse team in a fast-paced, innovative culture.
- Why this job: Make a meaningful impact on AI projects while shaping the future of technology.
- Qualifications: Bachelor's degree in HR or related field; experience in compensation analysis preferred.
The predicted salary is between 60000 - 80000 £ per year.
About 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 recommendations prior to payroll processing, and reconciling planned vs. actual compensation expenditure with Finance.
- Prepares recurring and ad hoc compensation reports, dashboards, and presentations (e.g., pay equity analyses, headcount summaries, and range penetration) for HR leadership and business stakeholders.
- Documents and updates compensation policies, procedures, and program guidelines, monitoring federal and state compensation regulations and flags necessary policy or pay adjustments.
- Delivers training materials and educational sessions to HR representatives and managers to explain annual compensation cycles and pay administration guidelines.
- Identifies opportunities to improve compensation processes, reporting, and data quality through standardization, automation, and improvements to workflows such as job pricing or merit cycle.
Job Requirements:
- Bachelor's degree in Human Resources, Business Administration, Finance, Economics or a related field; or an equivalent combination of education and experience.
- Progressive experience in compensation analysis, salary administration, job analysis/evaluation, and market pricing.
- Experience in compensation modules, spreadsheet tools using formulas (e.g., nested lookup functions and pivot tables), and market pricing data aggregation software.
- Experience with human capital management system, compensation management system, spreadsheet software with advanced functions, and business intelligence or reporting tools.
- Experience conducting pay equity analyses using regression-based statistical methods preferred.
- Certified Compensation Professional (CCP) designation preferred.
Benefits & Perks:
- Competitive compensation
- Career growth and learning opportunities
- Flexibility and ownership
- Collaborative and innovative culture
- Opportunity to work on impactful AI projects
- International environment and talented teams
What's it like to work at Nebius: Fast moving - Bold thinking - Constant growth - Meaningful impact - Trust and real ownership - Opportunity to shape the future of AI.
Equal Opportunity Statement: Nebius is an equal opportunity employer. We are committed to fostering an inclusive and diverse workplace and to providing equal employment opportunities in all aspects of employment. We do not discriminate on the basis of race, color, religion, sex (including pregnancy), national origin, ancestry, age, disability, genetic information, marital status, veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by applicable law. Applicants must be authorized to work in the country in which they apply and will be required to provide proof of employment eligibility as a condition of hire. If you need accommodations during the application process, please let us know.
Senior Compensation Analyst in London employer: Nebius
Nebius is an exceptional employer that fosters a dynamic and innovative work culture, particularly for those in the Remote Field CTO role. With flexible working options in London or remotely, employees benefit from a supportive environment that encourages professional growth and collaboration, while also having the unique opportunity to shape cutting-edge cloud services in the retail sector.
StudySmarter Expert Advice🤫
We think this is how you could land Senior Compensation Analyst in London
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at Nebius!
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Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at Nebius.
We think you need these skills to ace Senior Compensation Analyst in London
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at Nebius. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to Nebius and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at Nebius. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Nebius's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at Nebius
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with Nebius.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at Nebius will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact Nebius and how you would contribute to adapting HR strategies.
