Senior Compensation Analyst

Remote from: UK, Europe
Annual salary: Undisclosed
Salary information is not provided for this position. Check our Salary Directory to estimate the average compensation for similar roles.
Department: HR & Recruiting
Employment type: Full Time,
Job posted: 26 Jul 2026
Apply before: 26 Aug 2026
Experience level: Senior
Views / Applies: 41 / 1

Nebius is the AI cloud company, delivering a unified platform that spans the complete AI journey from data and model training and tuning to production runtime and deployment.

Computer Software
2023

Actively Hiring

AI Summary

Nebius is seeking a Senior Compensation Analyst to manage and analyze compensation programs, ensuring competitiveness and equity. The role involves market pricing, salary structure maintenance, job classification, and financial modeling of merit and bonus cycles. You will collaborate with HR leadership and business stakeholders, preparing reports and ensuring regulatory compliance. The ideal candidate has a bachelor's degree and progressive experience in compensation analysis. This is a key role in a fast-growing AI cloud infrastructure company.

Role DNA

Job Complexity

Easy Hard

Pace & Pressure

Relaxed Fast-paced

Autonomy Level

Guided Full Ownership

Communication Load

Independent Highly Collaborative

AI Insight The role requires advanced analytical skills, market pricing expertise, and knowledge of regulatory requirements, making it challenging but not executive-level.

Salary Analysis

AI Insight The offered salary is not specified, but for a Senior Compensation Analyst in the US tech industry, the market range is typically $75,000 to $140,000, with a median around $110,000. Nebius may offer competitive compensation commensurate with experience.

Core Skills Required

Compensation Analysis Market Pricing Salary Structure Job Evaluation HRIS Data Analysis Pay Equity Financial Modeling Regulatory Compliance Merit Planning

Cover Letter Sample

Dear Hiring Team,

I am excited to apply for the Senior Compensation Analyst position at Nebius. With a Bachelor's degree in Human Resources and over 5 years of experience in compensation analysis, I have developed strong skills in market pricing, salary structure design, and financial modeling. At my previous company, I successfully managed the annual merit cycle and implemented a new pay equity analysis process. I am drawn to Nebius's innovative work in AI cloud infrastructure and would love to contribute to your global team. Thank you for considering my application.

Sample Interview Questions

Can you describe your experience with market pricing and salary survey participation?

I have participated in multiple salary surveys, such as Radford and Willis Towers Watson, matching jobs and analyzing market data. I use tools like MarketPay to benchmark positions and recommend salary ranges.

How do you approach pay equity analysis?

I start by gathering compensation and demographic data, then run regression analyses to identify unexplained pay differences. I present findings to leadership and recommend adjustments to ensure fairness.

Explain how you would model the financial impact of a proposed merit increase. What factors do you consider?

I consider the merit budget percentage, employee performance ratings, current salaries, and position in range. I use Excel or HRIS tools to simulate different scenarios and calculate total cost impact.

How do you stay updated on compensation regulations?

I subscribe to newsletters from SHRM and WorldatWork, attend webinars, and regularly review federal and state labor laws regarding equal pay and overtime. I also collaborate with legal counsel.

Describe a time you improved a compensation process or workflow.

At my last job, I automated the job pricing request process by creating an online form integrated with our HRIS, reducing turnaround time by 30% and improving data accuracy.

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
#LI-CH1

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.

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