HR Compensation & Analytics Associate / Vice President

Nomura; New York (NY); Presencial; USD 130 000 - 150 000; Tempo integral

Resumo da oferta

Nomura in New York seeks an Associate/VP in Reward to partner with HR and business leaders on compensation strategy and analytics. The role spans US corporate advisory, cross-divisional Americas and global projects, delivering benchmarking, year-end processes, and governance reporting.

You will work with finance, HR and strategy teams to provide actionable insights, support Remco materials, and drive compensation analytics across a global, matrix organization.

Qualificações

• 3–5 years in compensation, reward, or HR analytics.
• Experience in financial services or multinational organisation.
• Front-to-back year-end compensation process experience.
• Knowledge of market data providers (e.g., McLagan / Willis Towers Watson).

Responsabilidades

• Partner with HR to deliver compensation advisory and benchmarking.
• Manage US Corporate year-end compensation cycle including bonus modelling.
• Conduct benchmarking and survey analysis for competitiveness.
• Prepare Remco materials and governance reporting.
• Provide analytics to inform regional decisions and strategy.

Conhecimentos

Analytical thinking

Relationship building

Communication with senior management

Numerical skills

Financial services knowledge

Ferramentas

Excel

Tableau

Power BI

Workday

SAP SuccessFactors

Descrição da oferta de emprego

Corporate Title: Associate / Vice President

Department: Reward, Human Resources

Location: New York

The pay range for this position at commencement of employment is expected to be between $130K and $150K/year* (see below footnote for additional compensation and benefits information).

Company overview

Nomura is a financial services group with an integrated global network. By connecting markets East & West, we service the needs of individuals, institutions, corporates and governments through our four business divisions: Wealth Management, Investment Management, Wholesale (Global Markets and Investment Banking) and Banking.

Driven by the insights of some 28,000 people worldwide, we put our clients at the center of everything we do, delivering unparalleled access to, from and within Asia. For further information about Nomura, visit www.nomura.com

Department overview

The Reward Advisory team sits within the broader Group Reward function in Human Resources, partnering with Nomura’s businesses globally on compensation strategy and people analytics. This is a diverse role spanning three areas of focus: approximately 50% of the role is dedicated to US Corporate Divisional Advisory, supporting HR Business Partners and business leadership aligned to Corporate functions (including Finance, Risk, Legal, Operations, Technology, and Compliance); approximately 25% is focused on Cross-Divisional Americas Advisory, including support for the US Remuneration Committee (Remco) and other regional compensation topics; and approximately 25% is globally focused, working directly with the Group Head of Reward on firm-wide projects, compensation standards, and innovation initiatives.

Objectives critical to success:

• US Corporate Divisional Advisory (c.50%): Partner with HR Business Partners and divisional leadership aligned to Corporate divisions to deliver compensation advisory, benchmarking, and annual review support.
• Manage the year-end compensation cycle for US Corporate divisions, including bonus allocation modelling, salary review, and pool tree management, working closely with HR Business Partners and COOs.
• Conduct competitive benchmarking, job matching, and survey analysis using market data providers to evaluate the competitiveness of fixed pay ranges and total compensation for new hires and annual review cycles.
• Cross Divisional Americas Advisory (c.25%): Provide cross-divisional compensation analytics and advisory support across the Americas region, covering multiple business divisions.
• Support the preparation of US Remuneration Committee (Remco) materials, including compensation governance reporting, regulatory disclosures, and policy documentation.
• Liaise with Finance, HR, Business Managers, and Strategy colleagues to deliver people-based analytics and insights that inform regional business decisions.
• Global Projects, Standards & Innovation (c.25%): Work directly with the Group Head of Reward on firm-wide compensation projects, including the design and implementation of global compensation frameworks and standards.
• Drive innovation in compensation and analytics practices, identifying opportunities to enhance tools, processes, and methodologies across the Group Reward function.
• Provide accurate and timely HR data and analysis to support budgeting, headcount planning, and regular HR metrics monitoring across global initiatives.
• Partner with HR stakeholders globally in designing and implementing analytics that identify and address business issues, supporting the broader people analytics agenda.

Skills, experience, and knowledge required:

• 3–5 years of experience in a compensation, reward, or HR analytics function, preferably within financial services or a complex multinational organisation.
• Demonstrable commercial awareness of financial services compensation structures, including variable and fixed pay, within a global, matrixed organisation.
• Proven experience delivering a front-to-back year-end compensation process, including bonus modelling, pool management, and salary review.
• Knowledge and experience of working with market data providers, ideally McLagan and/or Willis Towers Watson.
• Ability to build strong relationships as a trusted compensation advisor to senior management and HR Business Partners.
• Strong numerical and analytical abilities, including deep technical expertise in Microsoft Excel; experience with data visualisation tools (e.g. Tableau, Power BI) and/or HR analytics platforms (e.g. Workday, SAP SuccessFactors) is advantageous.
• Proven ability to distil complex compensation and analytics topics into concise, impactful presentations for senior executive and Remuneration Committee audiences.
• Ability to manage multiple priorities and deliver accurate analysis under tight deadlines across a diverse range of stakeholders.

• Explore Insights & Vision: Identify the underlying causes of problems faced by you or your team and define a clear vision and direction for the future.
• Making Strategic Decisions: Evaluate all the options for resolving the problems and effectively prioritize actions or recommendations.
• Inspire Entrepreneurship in People: Inspire team members through effective communication of ideas and motivate them to actively enhance productivity.
• Elevate Organizational Capability: Engage proactively in professional development and enhance team productivity through the promotion of knowledge sharing.
• Inclusion: Foster a culture of inclusion and psychological safety in the workplace and cultivate a "Risk Culture" (Challenge, Escalate and Respect).

* base pay offered may vary depending on multiple individualized factors, including market location, corporate and functional title and duties, job-related knowledge and advanced degrees, skills, and experience. The total compensation package for this position may also include other elements, including a sign-on bonus, restricted stock units, and discretionary awards in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment.

If hired in the U.S., employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors”.

**US FINANCE ONLY** Applicants for this position in the Finance Division of NHA must be currently
authorized to work f or any employer in the United States. The Finance Division is not sponsoring or taking
over sponsorship of employment visas for this position at this time.