Must have

• Excel

• English (C1)

Nice to have

• Korn Ferry

• Data visualization

• Power BI

• Tableau

Requirements description

• At least 5 years of experience in Compensation & Benefits or Reward roles (ideally within a multinational financial institution)
• Proficiency in English at C1 level or higher
• Advanced Excel skills, including data modeling and analysis
• Demonstrated expertise in job evaluation (preferably using Korn Ferry methodology)
• Familiarity with data visualization platforms (e.g., Power BI or Tableau) is a plus
• Strong analytical mindset and ability to communicate complex data clearly to stakeholders

Offer description

We are looking for an experienced professional to join the team responsible for reward strategy, HR analytics, and risk management in a growing international financial organization with its main operations hub in Poland.

In this role, you will design, oversee, and improve compensation frameworks and job architecture to support talent attraction and retention while ensuring fairness and internal consistency. You will work closely with various stakeholders, both locally and globally.

The Offer:

• Long-term employment within an international and stable business environment
• Hybrid working model with 50% remote work per month
• Monthly allowance to support home office setup
• Fully sponsored private medical care for employees
• Prepaid lunch card
• Employee pension scheme
• Co-funded fitness card
• Access to a flexible benefits platform (MyBenefit)
• Life insurance coverage
• Office parking availability
• Ongoing learning and development opportunities tailored to your role

Your responsibilities

1. Maintain and regularly update the internal job catalogue and associated job descriptions within HR systems
2. Conduct independent job evaluations using established market methodology (e.g., Korn Ferry), working either autonomously or alongside HR/line managers as needed
3. Participate in salary benchmarking and market compensation studies
4. Monitor internal pay structures and assess alignment with external compensation trends
5. Coordinate the annual compensation review cycle for the local entity, ensuring effective budget allocation
6. Oversee administration of deferred compensation schemes in compliance with global standards

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