[All remote jobs](https://jobicy.com/jobs.md)[![Nebius logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2026/06/d90c0566-221.webp)](https://jobicy.com/company/nebius.md)[Nebius](https://jobicy.com/company/nebius.md) # Compensation Business Partner, GTM AI Summary Nebius seeks a senior Compensation Business Partner to deliver global rewards programs for its go-to-market organization. The role advises GTM leadership on job architecture, salary ranges, sales incentives, equity, merit cycles, and pay governance. It requires deep multinational compensation expertise, strong financial modeling, and the ability to translate workforce and market data into executive recommendations. This remote US position operates in a fast-growing AI infrastructure company and coordinates closely with HR, Finance, Sales Operations, Talent Acquisition, and global rewards owners.[Apply for this job](#job-application)[View company](https://jobicy.com/company/nebius.md)ShareRemote from[USA](https://jobicy.com/job-region/usa.md)SalaryUSD 140k–180k / yrDepartment[HR & Recruiting](https://jobicy.com/categories/hr.md)EmploymentFull TimeExperienceDirectorPublished5 Nov 2026Apply before5 Dec 2026Listing views28Application actions0Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. Opportunity details ## About this role. 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: Acts as the senior Rewards Business Partner and connective layer between Nebius’ global Rewards operating model and its global go-to-market organization. Owns delivery of company-wide rewards programs into GTM, ensuring effective execution, adoption, and alignment with global principles, governance, and controls. Brings deep understanding of GTM priorities, talent needs, and external market trends to proactively recommend evidence-based improvements or adaptations. Any changes are developed with global program owners and agreed through established governance, preserving one coherent Nebius operating model. Key Responsibilities: * Owns end-to-end delivery of Nebius’ global rewards programs for GTM, translating enterprise frameworks into clear plans, decisions, communications, and manager actions that work effectively for the organization. * Serves as a trusted advisor to senior GTM leaders, HR Business Partners, and Talent Acquisition, balancing strong advocacy for GTM needs with stewardship of company-wide consistency, fairness, affordability, and governance. * Leads evaluation of new and evolving GTM roles within Nebius’ global job architecture, recommending grade, salary range, incentive opportunity, and equity treatment and escalating genuine framework gaps to the relevant global owners. * Leads GTM delivery across merit, bonus, and equity cycles, coordinating global timelines and requirements, guiding leadership calibrations, resolving complex issues, and ensuring accurate, equitable, and on-budget outcomes. * Partners with global Rewards program owners, Sales Operations, Finance, HR, and business leaders to deliver sales incentive and variable pay programs; recommends changes through governance when GTM strategy, market practice, or operational evidence shows a clear need. * Monitors external market trends and internal GTM workforce data across geographies, roles, pay mix, and incentive practices; identifies emerging gaps and converts the evidence into practical recommendations for global program owners. * Applies Nebius’ global equity frameworks across GTM, ensuring consistent treatment while surfacing evidence-based proposals for geographic, performance, or critical-talent differentiation through the appropriate governance channels. * Develops executive insights on pay positioning, incentive outcomes, equity value, budget impact, hiring trends, and retention risk, connecting GTM-specific signals to enterprise priorities and clear decisions. * Tracks delivery, adoption, and effectiveness of rewards programs in GTM, identifies structural pay, incentive, compression, or equity risks, and leads corrective action with global program owners and business stakeholders. * Acts as the two-way bridge between GTM and global Rewards: brings business insight into enterprise design, influences priorities and practical adaptations, and translates, supports, and explains global approaches within GTM. Leads manager enablement and guides less experienced rewards professionals. Requirements: * Extensive progressive experience in compensation or total rewards, including substantial business-partnering experience with Sales or other go-to-market functions in a complex multinational organization. * Advanced, wide-ranging knowledge of base salary, sales and short-term incentives, equity programs, market pricing, job evaluation, and annual compensation planning, with depth in GTM reward models. * Advanced analytical and financial modeling skills, with the ability to evaluate ambiguous variables, assess business and cost implications, and turn complex data into clear executive recommendations. * Demonstrated success influencing and constructively challenging senior stakeholders while balancing business advocacy with enterprise stewardship, global consistency, and sound governance. * Executive-level communication, consulting, and facilitation skills, with the ability to align diverse stakeholders and explain sophisticated rewards concepts with clarity and commercial relevance. * Experience owning delivery of cross-functional rewards programs in a matrixed global model and using compensation, market, sales incentive, and business intelligence tools to drive scalable outcomes. * Experience in a publicly listed, global, fast-growing technology or AI organization preferred; experience guiding other rewards professionals and a Certified Compensation Professional (CCP) designation are advantageous. #LI-CH1 Pay Transparency We offer competitive compensation and benefits packages. Actual compensation will be determined based on job-related factors, including experience, skills, qualifications, the level at which the candidate is hired, and geographic location, consistent with applicable law. Base Compensation Range $140,000—$180,000 USD 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. Show more [Apply now >](https://jobicy.com/jobs/159037-compensation-business-partner-gtm.md) * ![Upload CV](data:image/svg+xml;base64,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) ### Upload your resume now To unlock remote work opportunities and be discovered by global employers. This job listing has been manually reviewed by the Jobicy Trust & Safety Team for compliance with our posting guidelines, including verification of the company's legitimacy, accuracy of job details, clarity of remote work policy, and absence of misleading or fraudulent content. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightЭто стратегическая senior-роль с ответственностью за глобальные программы вознаграждения, сложные GTM-модели оплаты и решения с финансовыми и кадровыми последствиями. Успех требует уверенного влияния на руководителей и работы в матричной международной среде. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job median (per year)Market rate$160,000US market range (per year)$145k–$190k0$209.00k AI insightThe yearly pay period is inferred from the job context; it was not explicitly stated by the employer. Работодатель указывает базовую компенсацию $140,000–$180,000 USD. Годовой период не указан буквально, но обоснованно выведен из размера диапазона, US-локации и senior-профиля роли; ориентировочная медиана составляет $160,000 в год. Оценочный рыночный диапазон для аналогичной senior compensation business partner роли в США: $145,000–$190,000 в год. ## Core skills Skills and capabilities most closely associated with this opportunity. [Compensation strategy](https://jobicy.com/jobs?search_keywords=Compensation%20strategy.md)[Total rewards](https://jobicy.com/jobs?search_keywords=Total%20rewards.md)[Sales compensation](https://jobicy.com/jobs?search_keywords=Sales%20compensation.md)[Variable pay design](https://jobicy.com/jobs?search_keywords=Variable%20pay%20design.md)[Equity programs](https://jobicy.com/jobs?search_keywords=Equity%20programs.md)[Job evaluation](https://jobicy.com/jobs?search_keywords=Job%20evaluation.md)[Market pricing](https://jobicy.com/jobs?search_keywords=Market%20pricing.md)[Salary benchmarking](https://jobicy.com/jobs?search_keywords=Salary%20benchmarking.md)[Annual compensation planning](https://jobicy.com/jobs?search_keywords=Annual%20compensation%20planning.md)[Financial modeling](https://jobicy.com/jobs?search_keywords=Financial%20modeling.md)[Pay equity analysis](https://jobicy.com/jobs?search_keywords=Pay%20equity%20analysis.md)[HR business partnering](https://jobicy.com/jobs?search_keywords=HR%20business%20partnering.md)[Executive communication](https://jobicy.com/jobs?search_keywords=Executive%20communication.md)[Stakeholder management](https://jobicy.com/jobs?search_keywords=Stakeholder%20management.md)[Governance](https://jobicy.com/jobs?search_keywords=Governance.md) Sample interview questionsHow would you assess whether a GTM sales incentive plan remains effective as the business strategy changes?I would review strategic goals, role accountabilities, quota attainment, pay mix, plan cost, participant behavior, and market practice. I would combine quantitative findings with stakeholder feedback, identify gaps or unintended incentives, and present governed recommendations that preserve fairness and operational feasibility. Describe your approach to evaluating a newly created GTM role within a global job architecture. I would clarify the role’s scope, decision authority, commercial impact, skills, geographic context, and comparable internal positions. I would then benchmark the role externally, recommend grade and salary range, assess incentive and equity eligibility, and document the rationale for appropriate governance review. How do you balance a senior business leader’s request for an exception with global compensation consistency? I first seek to understand the business rationale and the retention, hiring, or performance evidence. I assess the request against policy, internal equity, affordability, precedent, and market data, then offer compliant alternatives or escalate a well-supported exception through the established governance process. What analyses would you provide to executives before an annual merit and bonus cycle? I would provide budget scenarios, pay-positioning and compression analysis, performance distributions, retention-risk indicators, promotion impacts, incentive outcomes, and equity considerations. The materials would focus on clear trade-offs, recommended decisions, and the expected impact on fairness and cost. How do you communicate sophisticated compensation concepts to managers who are not rewards specialists? I use plain language, practical examples, decision guides, and concise visual summaries tailored to the manager’s role. 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