Compensation Manager / Compensation Analyst

HUMAN-AI-Z Nexus Technology; Dubai; On-site; AED 300,000 - 520,000; Full time

Job summary

HUMAN-AI-Z Nexus Technology in Dubai seeks a Compensation and Benefits professional to design, analyze, and administer total rewards programs. You will support salary structures, market benchmarking, and equity analyses, partnering with HR, finance, and leadership to optimize workforce costs.

The role covers data-driven compensation planning, benefits evaluation, and governance to ensure compliance and strategic alignment with business goals.

Qualifications

• Bachelor's or Master's degree in Human Resources, Business Administration, Finance, Economics, Accounting, Statistics, Mathematics, or related.
• Strong understanding of compensation, benefits, total rewards, salary structures, and benchmarking.
• Strong analytical and numerical skills to analyze large datasets.
• Advanced proficiency in Microsoft Excel (formulas, pivots, lookups, modeling).
• Familiarity with HRIS, payroll systems, compensation-management platforms, BI tools.
• Knowledge of salary surveys, pay ranges, job grades, and incentive plans.

Responsibilities

• Analyzing salary structures, pay ranges, job levels, and bonuses.
• Conducting market research and benchmarking for compensation competitiveness.
• Developing and maintaining compensation philosophies, structures, and pay bands.
• Reviewing proposals for hires, promotions, and retention initiatives.
• Performing internal equity and pay-gap analyses and reporting.
• Preparing reports, dashboards, and workforce-cost models for leadership.
• Supporting annual salary reviews, merit increases, and incentive programs.
• Analyzing payroll data to identify trends and improvement opportunities.
• Evaluating benefits programs including health, retirement, and leave.
• Coordinating with benefits providers, payroll, and external vendors.
• Ensuring compliance with laws and internal policies in compensation practice.
• Leading or supporting compensation projects and vendor engagements.

Skills

Total rewards

Analytical skills

Microsoft Excel

Salary benchmarking

Communication

Data analysis

HRIS

Payroll systems

Business intelligence

Forecasting

Education

Bachelor's or Master's in HR/Finance/Business

Tools

HRIS

Payroll systems

BI tools

Data visualization

Job description

Role Description

Compensation and Benefits Manager / Compensation Analyst is responsible for designing, analyzing, administering, and improving employee compensation and benefits programs to support organizational objectives, talent attraction, retention, internal equity, and workforce competitiveness. The role works closely with HR, finance, payroll, talent acquisition, business leaders, and senior management.

Key Responsibilities

• analyzing salary structures, pay ranges, job levels, compensation data, incentive programs, bonuses, commissions, allowances, and employee benefits
• conducting market research and benchmarking to evaluate compensation competitiveness across relevant industries and labor markets
• supporting the development, implementation, and maintenance of compensation philosophies, salary structures, job grades, pay bands, and reward frameworks
• reviewing compensation proposals for new hires, promotions, transfers, adjustments, and retention initiatives
• conducting internal equity and pay-gap analyses to identify inconsistencies and potential compensation risks
• preparing compensation reports, dashboards, salary analyses, workforce-cost models, and management presentations
• supporting annual salary reviews, merit increases, bonus cycles, incentive programs, and compensation planning processes
• analyzing payroll and employee compensation data to identify trends, anomalies, and opportunities for improvement
• evaluating employee benefits programs including health insurance, retirement plans, leave programs, allowances, wellness programs, flexible benefits, and other rewards
• coordinating with benefits providers, insurance companies, consultants, payroll teams, and external vendors
• monitoring benefits utilization, costs, employee participation, and program effectiveness
• supporting the design and administration of short-term and long-term incentive plans
• developing compensation models, cost projections, scenario analyses, and workforce-budget forecasts
• ensuring compensation and benefits programs are administered consistently and in accordance with applicable laws, regulations, internal policies, and organizational guidelines
• supporting job evaluation, job architecture, role classification, and position-leveling activities
• providing compensation guidance to HR business partners, recruiters, managers, and employees
• responding to compensation and benefits inquiries while maintaining appropriate confidentiality
• maintaining accurate compensation databases, job profiles, salary records, benefits information, and documentation
• utilizing HRIS, compensation-management platforms, payroll systems, survey databases, business intelligence tools, and advanced analytics
• applying automation, predictive analytics, AI-assisted compensation analysis, and workforce intelligence tools where appropriate
• supporting compensation audits, compliance reviews, financial planning, and internal control activities
• partnering with finance teams to monitor total compensation costs, workforce budgets, and financial impacts
• developing employee reward communications and supporting benefits enrollment and awareness programs
• managing compensation and benefits projects, vendors, consultants, and implementation initiatives where applicable
• leading or supporting compensation and benefits teams at the Manager level
• continuously improving reward programs, compensation structures, benefits offerings, employee experience, pay equity, cost effectiveness, and overall total-rewards strategy

Qualifications

• Bachelor's or Master's degree in Human Resources, Business Administration, Finance, Economics, Accounting, Statistics, Mathematics, or a related discipline
• Strong understanding of compensation, benefits, total rewards, salary structures, job evaluation, market benchmarking, and workforce analytics
• Strong analytical and numerical skills with the ability to analyze large compensation and employee datasets
• Advanced proficiency in Microsoft Excel, including formulas, pivot tables, lookups, data analysis, and financial modeling
• Familiarity with HRIS, payroll systems, compensation-management platforms, benefits-administration systems, and business intelligence tools
• Strong knowledge of salary surveys, compensation benchmarking, pay ranges, job grades, salary bands, incentive plans, bonuses, commissions, and allowances
• Understanding of employee benefits such as health insurance, retirement plans, paid leave, wellness programs, flexible benefits, and other total-rewards programs
• Strong ability to conduct internal equity, pay-gap, market competitiveness, and compensation-cost analyses
• Knowledge of compensation regulations, employment requirements, taxation principles, benefits compliance, data privacy, and internal controls is advantageous
• Familiarity with compensation technologies, workforce analytics, predictive modeling, AI-assisted pay analysis, and automated compensation planning is beneficial
• Strong ability to develop reports, dashboards, salary models, executive presentations, and compensation recommendations
• Excellent attention to detail, confidentiality, analytical thinking, and problem-solving skills
• Ability to communicate compensation and benefits concepts clearly to employees, HR teams, managers, executives, and other stakeholders
• Strong project-management skills with the ability to manage annual compensation cycles, benefits programs, deadlines, vendors, and multiple business priorities
• Ability to collaborate effectively with HR, finance, payroll, talent acquisition, legal, leadership, and external consultants
• Leadership, team-management, coaching, and strategic reward-planning capabilities are advantageous for Manager-level responsibilities
• Relevant certifications such as CCP, GRP, CBP, SHRM-CP, SHRM-SCP, CIPD, or equivalent compensation and HR credentials are advantageous
• Strong commercial awareness and understanding of workforce costs, budgeting, employee retention, and reward strategy
• High level of integrity, discretion, accuracy, accountability, and professionalism
• Strong commitment to continuous learning and staying informed about compensation trends, benefits innovation, pay equity, workforce analytics, HR technology, AI, and modern total-rewards practices