Acts as the senior Rewards Business Partner and connective layer between Nebius' global Rewards operating model and its global Infrastructure organization. Owns delivery of company-wide rewards programs into Infrastructure, ensuring effective execution, adoption, and alignment with global principles, governance, and controls. Brings deep understanding of Infrastructure 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 Infrastructure, translating enterprise frameworks into clear plans, decisions, communications, and manager actions that work effectively for the organization.
• Serves as a trusted advisor to senior Infrastructure leaders, HR Business Partners, and Talent Acquisition, balancing strong advocacy for Infrastructure needs with stewardship of company-wide consistency, fairness, affordability, and governance.
• Leads evaluation of new and evolving Infrastructure 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 Infrastructure 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.
• Monitors external market trends and internal Infrastructure 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 Infrastructure, ensuring consistent treatment while surfacing evidence-based proposals for geographic, performance, or critical-talent differentiation through the appropriate governance channels.
• Builds and scales local compensation policies as Infrastructure expands into new countries and regions, ensuring new-market pay practices align with global governance while reflecting local market realities.
• Develops executive insights on pay positioning, incentive outcomes, equity value, budget impact, hiring trends, and retention risk, connecting Infrastructure-specific signals to enterprise priorities and clear decisions.
• Tracks delivery, adoption, and effectiveness of rewards programs in Infrastructure, 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 Infrastructure and global Rewards: brings business insight into enterprise design, influences priorities and practical adaptations, and translates, supports, and explains global approaches within Infrastructure. Leads manager enablement and guides less experienced rewards professionals.

Requirements: 

• Extensive progressive experience in compensation or total rewards, including substantial business-partnering experience with Engineering, Infrastructure, or other technical functions in a complex multinational organization.
• Advanced, wide-ranging knowledge of base salary, equity programs, market pricing, job evaluation, and annual compensation planning, with depth in technical/infrastructure reward models and international, multi-country pay practices.
• 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, 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.