Job description:

Divisional Overview:

Our Human Resources department at Nomura is dedicated to attracting, developing, and retaining top talent. We strive to create a positive and inclusive work environment where employees can thrive and reach their full potential. From recruitment and onboarding to performance management and employee engagement, we are committed to supporting our employees throughout their careers. Join our team and be part of a dynamic and collaborative HR function that plays a vital role in driving the success of our organization.

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 International Wealth Management / Private Banking Divisional Advisory, supporting HR Business Partners and business leadership; approximately 25% is focused on Cross-Divisional Americas Advisory, including support for the AEJ 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.

Key Responsibilities:

International Wealth Management (IWM) / Private Banking 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 the IWM, 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 AEJ Advisory (c.25%): Provide cross-divisional compensation analytics and advisory support across the Asia ex. Japan region, covering multiple business divisions.
Support the preparation of AEJ 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, qualifications and knowledge required:

Minimum of 5 years of experience in a compensation, reward, or HR analytics function, either 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.

HR Compensation & Analytics Associate