[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 Lead AI Summary Nebius is seeking a Compensation Lead to own enterprise compensation strategy, salary structures, job classification standards, and pay-equity analysis. The role leads merit and bonus planning, compensation survey participation, financial modelling, HRIS data governance, and executive reporting. It partners closely with senior HR and Finance leaders to set policy, resolve escalated compensation decisions, and respond to regulatory changes. The successful candidate needs advanced compensation-analysis experience, strong spreadsheet and reporting skills, and the ability to train stakeholders and improve operational processes. This is a senior individual-contributor or functional-lead role in a fast-moving international AI infrastructure company.[Apply for this job](#job-application)[View company](https://jobicy.com/company/nebius.md)ShareRemote from[Europe](https://jobicy.com/job-region/europe.md)SalaryUndisclosedDepartment[HR & Recruiting](https://jobicy.com/categories/hr.md)EmploymentFull TimeExperienceSeniorPublished6 Nov 2026Apply before6 Dec 2026Listing views56Application actions4Application 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. Leads employee compensation programs to ensure pay practices are competitive, equitable, and aligned with organizational objectives. Owns salary structure, job classification standards, financial modeling, and end-to-end administration of merit and bonus cycles. Develops compensation policy and partners with senior HR and Finance leadership on compensation decisions. Sets reporting standards, designs training, and leads process improvement across the function. * Leads participation in external compensation surveys, resolves job matching discrepancies, and recommends competitive positioning strategy across pay levels. * Owns the company’s salary structure, determining changes to pay grades and range spread/midpoints and presenting them for approval. * Reviews and approves job classifications, resolves escalated classification decisions, and establishes classification standards for the team. * Oversees the integrity of job and pay records within the HRIS and establishes audit protocols to prevent errors, duplicates, and classification inconsistencies. * Analyzes compensation data across the organization to identify systemic pay equity or compression issues and recommends corrective action plans. * Reviews and resolves escalated compensation requests and establishes guidelines for how requests are evaluated. * Owns the financial models used to project the cost of merit, market, and promotional guidelines, and presents recommendations directly to senior HR and Finance leadership. * Leads the merit and bonus planning cycle end-to-end, designs manager guidelines and audit protocols, and resolves discrepancies between planned and actual compensation expenditure with Finance. * Defines the compensation reporting standards used across the function and presents analyses directly to senior leadership. * Develops and owns compensation policies, procedures, and program guidelines, and determines the policy response to new federal and state compensation regulations. * Designs the training curriculum on compensation cycles and pay administration and delivers sessions to senior HR and business stakeholders. * Leads process improvement initiatives across compensation workflows, standardizing and automating job pricing, merit cycle, and reporting processes. 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, including experience presenting to senior leadership. * Experience with human capital management system, compensation management system, spreadsheet software with advanced functions (e.g., nested lookup functions and pivot tables), market pricing data aggregation software, and business intelligence or reporting tools. * 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. Show more [Apply now >](https://jobicy.com/jobs/159289-compensation-lead.md) > Annual salary information is not provided for this position. Explore salary ranges for similar roles in our [Salary Directory ›](https://jobicy.com/salaries.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 4/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightРоль охватывает стратегию оплаты труда, финансовое моделирование, compliance и управление критически важными ежегодными циклами. Необходимы уверенная работа с неоднозначными данными и влияние на решения senior leadership. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job median (per year)Market rate$150,000US market range (per year)$125k–$180k0$198.00k AI insightThe yearly pay period is inferred from the job context; it was not explicitly stated by the employer. Работодатель не раскрыл базовую зарплату. Оценка годового дохода приведена как ориентир для senior Compensation Lead на рынке США; годовой период выбран по стандартной практике оплаты для штатной профессиональной роли. ## Core skills Skills and capabilities most closely associated with this opportunity. [Compensation strategy](https://jobicy.com/jobs?search_keywords=Compensation%20strategy.md)[Salary administration](https://jobicy.com/jobs?search_keywords=Salary%20administration.md)[Job evaluation](https://jobicy.com/jobs?search_keywords=Job%20evaluation.md)[Market pricing](https://jobicy.com/jobs?search_keywords=Market%20pricing.md)[Pay equity analysis](https://jobicy.com/jobs?search_keywords=Pay%20equity%20analysis.md)[Compensation surveys](https://jobicy.com/jobs?search_keywords=Compensation%20surveys.md)[Merit planning](https://jobicy.com/jobs?search_keywords=Merit%20planning.md)[Bonus planning](https://jobicy.com/jobs?search_keywords=Bonus%20planning.md)[Financial modeling](https://jobicy.com/jobs?search_keywords=Financial%20modeling.md)[HRIS data governance](https://jobicy.com/jobs?search_keywords=HRIS%20data%20governance.md)[Excel pivot tables](https://jobicy.com/jobs?search_keywords=Excel%20pivot%20tables.md)[Compensation policy](https://jobicy.com/jobs?search_keywords=Compensation%20policy.md)[Executive reporting](https://jobicy.com/jobs?search_keywords=Executive%20reporting.md)[Process improvement](https://jobicy.com/jobs?search_keywords=Process%20improvement.md) Sample interview questionsHow would you approach redesigning a company salary structure?I would begin by validating job architecture and reviewing market-survey matches, current pay distribution, range penetration, compression risks, and budget constraints. I would model alternative grade and range designs, assess employee impact and cost, then present a recommendation with governance and implementation steps. Describe how you would identify and address pay-equity issues. I would first confirm data quality, then analyze pay outcomes using relevant factors such as role, level, location, experience, performance, and tenure. I would investigate unexplained gaps, recommend appropriate remediation, document decisions, and establish recurring monitoring and approval controls. How do you ensure a merit cycle remains within budget while supporting performance differentiation? I build detailed cost models before launch, define clear manager guidance and guardrails, and provide real-time budget reporting during planning. I also audit exceptions, review outliers with HR and Finance, and reconcile planned versus final spend before approvals. What controls would you implement to improve job and pay data quality in an HRIS? I would establish required data fields, standardized job codes and classification rules, role-based approval workflows, duplicate checks, and periodic audits. Exception dashboards and clear ownership for corrections help prevent recurring data-quality issues. How would you communicate a complex compensation recommendation to senior leadership? I would lead with the business decision required, then present a concise view of market context, employee impact, financial cost, risks, and recommended action. Supporting analysis would be available in an appendix, while the main discussion would focus on trade-offs and a clear approval path. Next step ## Apply now. Follow the employer’s application method and review Jobicy’s safety guidance before sharing personal information. 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