Compensation and Benefits Senior Specialist Europe

CEVA Logistics; Courbevoie; On-site; EUR 70,000 - 110,000; Full time

Job summary

CEVA Logistics in Courbevoie, Île-de-France, is seeking a senior compensation professional to act as the control tower for total rewards across the region.

You will maintain salary structures, run annual reward cycles, translate benchmarks into HRBP-ready insights, and build dashboards to flag pay gaps and anomalies while driving automation and self-service.

Qualifications

• 6–8 years in compensation, ideally in a multi-country, matrixed environment.
• Master’s in HR, Economics, Data or Finance.
• Advanced Excel; familiarity with HRIS.

Responsibilities

• Maintain and evolve our regional salary structures, pay ranges and incentives.
• Run the engine of our annual reward cycle: merit matrix, budget envelopes, campaign tools (SAP SuccessFactors and friends), labor cost monitoring.
• Turn Mercer / WTW / Aon benchmarks into something HRBPs can use.
• Build dashboards that flag pay gaps, drift and anomalies, and participate in AI programs.
• Document policies. Coach managers. Make self-service the default.
• Spot friction in tooling and fix it; automate the boring and keep the strategic.

Skills

Advanced Excel

Data analysis

Cross-country experience

Education

Master’s in HR, Economics, Data or Finance

Tools

SAP SuccessFactors

HRIS

Job description

40,000 paychecks. 35 countries. 200 entities. One pay architecture — and we’re hiring the person who keeps it sharp.

Your role

You’ll be the control tower of compensation across the region. Salary structures, job families, pay ranges, offcycles, market benchmarks, dashboards — the whole load. Managers and HRBPs across Europe rely on what you build to make pay decisions they can defend on Monday morning and explain on Friday night.

What are you going to do ?

• Maintain and evolve our regional salary structures, pay ranges and incentives.
• Run the engine of our annual reward cycle: merit matrix, budget envelopes, campaign tools (SAP SuccessFactors and friends), labor cost monitoring.
• Turn Mercer / WTW / Aon benchmarks into something HRBPs can use.
• Build dashboards that flag the weak signals — pay gaps, drift, anomalies — before they become noise in the cabin. Take part into AI programs to do so.
• Document policies. Coach managers. Make self-service the default, not a luxury.
• Spot the friction in our tooling and fix it. Automate the boring. Keep the strategic.

Who are we looking for ?

• 6–8 years in compensation — ideally in a multi-country, matrixed environment.
• Master’s in HR, Economics, Data or Finance.
• Advanced Excel, HRIS is a familiar terrain.
• You spot anomalies the way a dispatcher spots a delayed truck — early. And you make sure every gap is checked and corrected sustainably.

Why this seat is worth the move

Total Rewards in this region is being built. You’re joining a small, high-trust team on a new position where the pay structure you manage and optimize will land in the inbox of 40,000 people. Visibility is real. Bureaucracy is thin. Boldness as well as rigour are rewarded, imagination is expected, and excellence is non-negotiable.