Job Opportunities API

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. Position location - Remote, US - Central OR Eastern timezone only 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 ,  develop ing  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