Compensation and Benefits Senior Specialist

About Us

We are an international technology company transforming bold ideas into innovative solutions. Operating across multiple countries, we develop and deliver our own products in travel, financial services, and digital entertainment, continuously embracing emerging technologies and industry trends to create exceptional customer experiences.

We believe that career growth is driven by ambition, curiosity, and continuous learning. That's why we offer clear development opportunities, international collaboration, and the chance to work on impactful global projects alongside talented professionals from diverse backgrounds. Our culture is built on innovation, entrepreneurship, teamwork, and a people-first approach, empowering every employee to reach their full potential.

We are proud of our diverse and inclusive workplace, where different perspectives, experiences, and ideas are valued. Whether you're just starting your career or bringing years of expertise, you'll find opportunities to learn, grow, and make a meaningful impact. We invest in training, professional development, and career advancement to help our people succeed.

Join us to build innovative products, collaborate with global teams, and grow your career in a dynamic international environment.

As a Compensation & Benefits Senior Specialist, you will be responsible for total rewards topics. This position will build, implement, and own the compensation architecture, including job levels, salary structures, KPI-linked variable pay systems, and benefits frameworks.

Responsibilities:

1. Job architecture & career leveling:

• Design and implement a comprehensive job architecture including job families and career levels.
• Develop clear level definitions for each career level across all functions.
• Ensure consistency in level assignment across business units.
• Maintain and evolve the architecture as the organization grows and new roles emerge.

2. Salary band design & market benchmarking:

• Establish salary bands for each career level and geography.
• Source, manage and interpret compensation surveys (for example, Figures) to ensure bands reflect current market positioning.
• Define the company’s target pay positioning strategy in collaboration with the HR Director and CFO.

3. KPI system design & implementation:

• Lead the design and company-wide rollout of a structured KPI-based performance-pay system.
• Define KPI system models for different position groups
• Build the mechanics of the variable pay cycle (for example, target bonus by career level etc.).
• Ensure the KPI (variable part) is integrated into the performance management calendar and payroll processing workflow.

4. Salary revision process leadership:

• Own and manage the annual salary review cycle end-to-end: planning, budgeting, communication, manager guidance, system (Sage) input coordination and post-review analysis.
• Train and guide HR BPs and managers through compensation decisions during the review cycle.

5. Governance & decision framework:

• Establish a clear governance model for all compensation and career-related decisions.
• Define approval processes for hiring levels, salary offers, promotions, exceptions.
• Develop guidelines and decision-making frameworks for managers to follow.
• Ensure transparency and accountability in all compensation-related decisions.

6. Benefits design & standardization:

• Conduct a structured audit of existing benefits programs across all locations.
• Develop a standardized global benefits framework with locally adapted modules defining core benefits (applicable to all) vs. supplemental benefits (market-specific).
• Monitor benefits utilization and cost trends: prepare reviews and recommendations.
• Benchmark total rewards package competitiveness against relevant markets on an ongoing basis.

7. HR & payroll budget planning:

• Lead the annual HR cost budgeting process: total compensation spend, headcount cost modeling, bonus and benefits cost projection.
• Partner with Finance to ensure HR cost forecasts are integrated into the company’s financial planning cycle (budget and re-forecasts).
• Track actuals vs. budget throughout the year, provide analysis and recommendations.

8. Compensation analytics & reporting:

• Build and maintain a compensation analytics function: dashboards tracking pay equity, total rewards competitiveness etc.
• Deliver regular and ad-hoc compensation reports to HR Director and business leaders.

Requirements:

• Bachelor’s degree in Human Resources, Business Administration, Mathematics, or related quantitative field.
• Proven experience in leading C&B function.
• Strong experience in conducting salary calculations, reviews, and implementing effective compensation and benefits strategies.
• Advanced proficiency in Microsoft Excel.
• Strong analytical skills to interpret and leverage compensation data for decision-making.
• Strong project management skills with the ability to lead and execute multiple initiatives concurrently.
• Good knowledge of English is highly preferable, as well as Russian language as the company is international and has foreign employees and partners, and the nature of the work requires close cooperation with them.