Rewards & Job Grading Specialist

Neurosoft; Ohio; On-site; USD 70,000 - 95,000; Full time

Benefits offered by this job

Private Health Insurance

Laptop

Phone – Mobile Plan

Training & Development

Work‑Life Balance initiatives

Job summary

Neurosoft is seeking a Rewards & Job Grading Specialist to join our HR team. You will develop and improve compensation frameworks, conduct market benchmarking, and play a hands-on role in job architecture and grading. The role requires strong data analysis, Excel proficiency, and English fluency.

You will participate in salary review cycles, analyze data for equity, and support pay transparency initiatives while collaborating with stakeholders across the organization.

Qualifications

• Bachelor’s degree required in HR, business or related field.

Responsibilities

• Support development and improvement of the compensation framework.
• Analyze compensation data to identify pay positioning and equity.
• Participate in annual salary review cycles and updates.
• Maintain job architecture and grading records.

Skills

English fluency

Data analysis

Strong communication

Analytical mindset

Education

Bachelor’s degree in HR/Business/Finance/Economics or related field

Tools

Microsoft Excel

Job description

Neurosoftis a leading Managed Services Provider (MSP) that specializes in offering end-to-end premium integrated services in the areas of Cyber Security, Technology Solutions and Field Services. Our services are designed to meet our customers’ holistic needs to increase efficiency and security, supporting business resilience and continuity. Neurosoft is active in Greece and Cyprus in both private and public sector projects and has been listed on the Italian Stock Exchange since 2009 while currently employing 300+ highly skilled professionals with deep expertise in their fields. The statutory majority shareholder is Allwyn.

We are looking for a Rewards & Job Grading Specialist to join our HR team and contribute to the development, implementation, and improvement of our compensation and rewards practices.

The role combines hands‑on experience in compensation and rewards, job grading, and market benchmarking with strong analytical and reporting capabilities.

Role Responsibilities

Compensation & Rewards

• Support the development, implementation, and continuous improvement of the company's compensation framework, ensuring alignment with organizational needs, internal equity, and market competitiveness.
• Independently manage assigned compensation activities, including salary analysis, compensation reviews, and preparation of recommendations for relevant stakeholders.
• Participate in annual salary review cycles, compensation adjustments, and other reward‑related processes.
• Analyze compensation data to identify pay positioning, internal equity considerations, salary inconsistencies, and opportunities for improvement.

Job Architecture & Grading

• Play a key and hands‑on role in the development and implementation of the company's job architecture and grading framework, contributing to consistent job evaluation criteria, grading principles, role classification, and career structure practices.
• Identify inconsistencies or gaps in job grading and compensation structures, providing data‑driven insights and recommendations to support their resolution.
• Collaborate with HR colleagues and relevant business stakeholders to assess and validate job grades and support the effective implementation of the company's compensation architecture.
• Maintain accurate job grading records and documentation, ensuring consistency, transparency, and data integrity across the organization.

HR Reporting & People Analytics

• Prepare and analyze HR metrics, including headcount, turnover, compensation, salary movements, workforce costs, and other relevant people indicators.
• Develop benchmarking reports and compensation analyses to support salary reviews, hiring decisions, and broader reward‑related discussions. Translate HR data into clear, meaningful, and actionable insights for HR management and business stakeholders.
• Ensure the accuracy, completeness, and consistency of data used in HR reporting and compensation analysis, while maintaining well‑organized records and documenting processes to support clarity and continuous improvement.

Pay Transparency & Pay Equity

• Contribute to the preparation of compensation data and analyses, support the implementation of pay transparency initiatives, and collaborate with HR stakeholders to enhance compensation processes in line with relevant regulatory developments and the organization’s pay transparency and pay equity objectives.

Payroll Support & Backup

• Receive training in the company’s internal payroll preparation processes and provide backup support to the Payroll Lead, when required, in the collection, validation, and preparation of payroll‑related data for submission to the external accounting provider responsible for payroll processing. This is a secondary responsibility alongside the core responsibilities of the role.

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or related fields.
• 3+ years of relevant experience in Compensation & Rewards and/or Job Architecture, including hands‑on experience in job grading, compensation structures, salary analysis, and market benchmarking.
• Experience in HR reporting and data analysis, with strong proficiency in Microsoft Excel.
• Understanding of pay transparency and pay equity principles, with awareness of relevant European or Greek requirements.
• Strong analytical skills, attention to detail, and ability to translate data into meaningful insights and practical recommendations.
• Strong organizational and communication skills, with the ability to work independently and collaborate effectively with HR and business stakeholders.
• Fluency in English, both written and verbal.
• Exposure to payroll preparation processes will be considered a plus.

What you will gain:

• Friendly and dynamic working environment
• Formal training and Professional Qualifications fully funded
• Compensation details are discussed during the initial screening conversation before the interview stage
• Private Health Insurance
• Work‑Life Balance initiatives
• Corporate Sports Teams (e.g. Running, Basketball, Volleyball)
• A Buddy who will support you with your onboarding
• Private Health Insurance
• Training & Development
• Laptop
• Phone – Mobile Plan