Role: Senior Compensation & Benefits Analyst(Fixed-Term Contract)

Duration: 6 months initially, with potential for extension

Location: London (hybrid — 2 days per week in the office)

Reporting Line: Reports to VP People, Ash Rama

People Team at hyperexponential

This is a new role on the growing People team, at our HQ in London (Hybrid, Borough).

We’re a mighty team, currently made up of Talent, People and Internal Comms and we’re growing! In People, we oversee the full employee lifecycle from the moment a potential candidate expresses interest in a job opening, to their onboarding, their growth, development and everything in between that makes up the unique experience of being an hxer (that’s what we call ourselves).

We look forward, always. We’re all about thinking one step ahead to help every hxer be ready to bring their ultimate potential to contribute to our success.

Your Mission

We’re a values-led company, which means they shape almost everything we do. They’re referenced often, our leaders role model them, and we hold high expectations around bringing them to life.

Your mission is to make sure our compensation and benefits reflect and reinforce those values in the moments that matter. You’ll have the opportunity to shape how we approach pay, benefits, and rewards across multiple countries, with a lot of internal exposure and the chance to build something special.

What you'll achieve

• Refine and evolve hx’s compensation philosophy to ensure it is analytically sound, equitable, scalable, and aligned to our values.

• Audit, validate, and optimise our current salary band structures using market data (e.g., Mercer, Radford) and internal modelling to ensure fairness, competitiveness, and transparency.

• Collaborate with our Director of People Data & Insights to enhance compensation models and frameworks used across hiring, progression, and reward.

• Build and deliver engaging, practical training and guidance for managers on our compensation principles, pay banding, and decision-making processes.

• Review and assess current benefits offerings across UK, Poland, and the US, recommending optimisations that balance value, cost-effectiveness, and cultural alignment.

• Partner with Finance and key stakeholders to ensure compensation planning is aligned with our growth strategy and budgetary frameworks.

• Support calibration and promotion processes with clear data and rationale, ensuring consistency across teams and geographies.

• Improve documentation and internal knowledge resources on compensation structures and policies, ensuring scalability as we grow.

• Deliver a clear handover of all frameworks, training content, and documentation to embed sustainable practices post-contract.

Outcomes

• Strengthen hx’s compensation philosophy so it scales to be rigorous, fair, and true to our values, giving every employee confidence that how we reward is clear, principled, and scalable.

• Deliver salary band structures that are robust, market-informed, and consistently applied, ensuring we attract, recognise, and retain top talent in a way that’s competitive and equitable.

• Enhance our compensation models and frameworks in partnership with our Director of People Data & Insights to embed thoughtful, data-led decision making into how we hire, grow, and reward our people.

• Enable our managers to lead with confidence by designing practical, engaging training and clear guidance that brings our approach to life and sets high standards for ownership and accountability.

• Assess and recommend ways to elevate our benefits offerings across the UK, Poland, and the US, balancing meaningful impact for employees with responsible, high-leverage investment.

• Build strong connections with FP&A and other partners to ensure our reward strategy supports our ambitious growth plans, while remaining sustainable and fiscally responsible.

• Support fair, transparent calibration and promotion decisions, using data and insight to help us push boundaries and grow in a way that honours our commitment to equity.

• Create clear, actionable resources and documentation so our frameworks, principles, and training become part of how we work, setting us up for scale long after the contract ends.

What you will have previously done

• Held a mid-to-senior level Compensation or Reward role, ideally within a scaling tech, SaaS, or data-driven business.

• Designed and maintained salary frameworks using benchmarking tools (e.g., Mercer, Radford, Hays), with a strong understanding of market positioning, internal equity, and job levelling.

• Worked directly with people leaders and managers to enable confident decision-making on salary, progression, and reward.

• Partnered cross-functionally with People, Finance, and Legal teams to align compensation with broader company strategy.

• Navigated compensation and benefits requirements across at least one international market (e.g., US or Poland, alongside UK).

• Managed time-bound projects with multiple stakeholders and a high degree of autonomy and accountability

Interview Process

• Initial call with our Talent team to begin the process.

• In-depth skills interview with Ash Rama, VP of People, and Ellie Woodhams, Senior People Business Partner

• Values interview with two members of our team, including COO, Emma Kelly

• We offer!

What do we offer?

• £5,000 for individual and group training and conference budget

• 25 days holiday plus 8 bank holiday days (33 in total)

• Company pension scheme via Penfold

• Mental health and therapy provision via Spectrum.life

• Individual wellbeing allowance via Juno

• Private healthcare insurance through AXA

• Top-spec equipment (laptop, screens, adjustable desks, etc)

• Regular remote & in-person hackathons, lunch & learns, socials and games nights

• Team breakfasts and lunches, snacks, drinks fridge, fun office @ The Ministry

• Huge opportunity for personal development and mastery as we grow together!

Diversity @ hyperexponential

We are committed to diversity and equal opportunity. We’re a talented and high-energy, but low-ego and kind team who believes that the more inclusive we are, the better our work and culture is. We are not yet where we want to be in terms of balance, but it is our mission to build a team that represents a variety of backgrounds and perspectives and we are working hard towards that goal.

Check out our blog at https://www.hyperexponential.com/blog

Please note that background checks will be conducted as part of the hiring process to ensure compliance with our governance policies. We handle all background checks sensitively and in full compliance with relevant regulations. All applicant data will be processed in accordance with data protection regulations and our privacy policy.