Compensation & Benefits Manager

We are looking for a Compensation & Benefits Manager to manage personnel cost planning and analysis across our group of companies.

In this role, you will plan and forecast payroll costs and headcount, track spending against the budget, analyse cost changes, and help the business make informed hiring and compensation decisions.

You will work closely with Finance, HR, and Payroll to keep personnel costs under control and ensure that financial plans reflect the company's needs.

Responsibilities

• Prepare and maintain the annual budget and rolling forecasts for payroll costs and headcount across departments and companies
• Update forecasts based on hiring plans, salary changes, promotions, employee departures, and other workforce changes
• Compare actual personnel costs with the budget, identify differences, and explain the reasons behind them
• Calculate bonus pools, estimate bonus costs, and model different payout scenarios. Support long-term incentive (LTI) calculations where needed
• Track key people-cost metrics, such as cost per hire and total cost per employee, and analyse how they change over time
• Prepare monthly personnel cost reports and updated forecasts for the Corporate FP&A Lead and Finance Business Partners
• Compare the costs of different ways of engaging specialists, including direct employees, EOR, and B2B contractors

Requirements

• 3+ years of experience in Compensation & Benefits, FP&A, People Cost Analyst or a similar role
• Payroll-cost and headcount (FTE) budgeting and rolling forecasting
• Plan/actual variance analysis with decomposition by driver (headcount, rate, mix, timing) and clear narrative explanation
• Bonus/long-term incentive modelling: pools, accruals, vesting, payout scenarios
• Understanding of the structure of employer personnel costs across employment models — in-house employees, EOR providers, B2B contractors — and of gross-to-net logic
• People-cost metrics: cost per hire, fully-loaded cost per FTE, attrition and ramp-up impact
• Advanced Excel / Google Sheets skills 
• Basic management accounting: how personnel costs are recognised and allocated in the management P&L
• Strong analytical skills and the ability to turn data into clear conclusions and recommendations
• Good communication skills and the ability to work with Finance, HR, Payroll, and business teams

Nice to Have

• Experience in fintech / brokerage or another fast-scaling international group
• Experience planning personnel costs across multiple jurisdictions and with EOR providers

We offer

• 20 paid vacation days per year
• 10 paid sick leave days per year
• Public holidays as per the company’s approved Public holiday list
• Medical insurance
• Opportunity to work remotely
• Professional education budget
• Language learning budget
• Wellness budget (gym membership, sports gear and related expenses)

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Role mission

Ensure absolute accuracy in planning, forecasting and control of the group's payroll costs and headcount, minimising deviations of actuals from budget and surfacing financial risks early.

Requirements hard skills

Payroll-cost and headcount (FTE) budgeting and rolling forecasting for a multi-entity / multi-jurisdiction group.
Bonus/long-term incentive modelling: pools, accruals, vesting, payout scenarios.
Plan/actual variance analysis with decomposition by driver (headcount, rate, mix, timing) and clear narrative explanation.
Understanding of the structure of employer personnel costs across employment models — in-house employees, EOR providers, B2B contractors — and of gross-to-net logic.
People-cost metrics: cost per hire, fully-loaded cost per FTE, attrition and ramp-up impact.
Advanced Excel / Google Sheets and financial modelling; working with data from ERP (BAS), BI and HR systems.
Basic management accounting: how personnel costs are recognised and allocated in the management P&L.

Requirements soft skills

High attention to detail and numerical accuracy.
Deadline discipline within the monthly close cycle.
Ability to request, challenge and validate data from HR, Payroll and department heads.
Clear communication: explaining variances and financial risks to FP&A leadership in a structured way.
Discretion in handling compensation data.
Ownership: keeping the model current and improving it, not only filling it in.

Responsibilities

Own payroll-cost and headcount budgeting for the group: build and maintain the annual budget and rolling forecast of personnel costs and FTE by department, entity and jurisdiction.
Model bonus schemes: calculate pools, accruals and payout scenarios, and reflect their P&L and cash impact in the plan.
Maintain a rolling forecast of the payroll burn rate and flag deviations and financial risks to FP&A leadership early.
Run plan/actual analysis on personnel costs — reconcile the model against actuals received from Payroll and HR, and explain variances by driver (headcount, rate, mix, timing).
Own people-cost metrics jointly with HR — cost per hire, fully-loaded cost per FTE — and track their trend across reporting periods.
Recommend headcount capacity and hiring limits to the Corporate FP&A Lead based on the approved budget and current forecast.
Deliver consolidated payroll cost and the updated burn-rate forecast to finance business partners and the Corporate FP&A Lead within the monthly close timeline.

Will be a plus

Experience in fintech / brokerage or another fast-scaling international group.
Experience planning personnel costs across multiple jurisdictions and with EOR providers.
Experience with budgeting in an ERP (BAS / 1C) or a BI-based planning tool rather than spreadsheets.
Professional certifications (ACCA / CIMA / CFA) or progress towards them.