The Position

The Senior Compensation and Benefits Advisor – Europe & Strategic Initiatives designs and delivers compensation, benefits, and performance management frameworks that support a diverse workforce across European markets and globally.

This role develops and implements total rewards strategies that enhance the organization’s ability to attract, retain, and incentivize top talent from the private sector, impact investing, and tech sectors. With a strong emphasis on performance management and value creation, the role ensures that compensation and benefits structures are aligned with organizational outcomes and impact objectives. They partner closely with global teams, regional leadership, and HR team members to ensure that compensation and benefits frameworks are market-relevant and performance-driven.

Working closely with senior leadership, the role drives the design and execution of compensation and benefits frameworks and tools. They build global HR capacity and provide strategic advisory support. A strong focus is placed on data-driven decision-making, pay equity, and continuous improvement in line with evolving business and investment priorities.

The position serves as a strategic partner, strengthening cross-functional collaboration and ensuring that total rewards approaches are aligned, performance-oriented, and scalable across global operations.

Essential Responsibilities
Strategy, Planning & Continuous Improvement

Champion and operationalize the organization’s People Strategy, ensuring alignment between pay practices and innovation objectives.
Partner with leadership to define and execute a forward-looking total rewards and performance management strategy, linking compensation to financial, operational, and impact performance.
Drive continuous improvement initiatives by identifying gaps, inefficiencies, and opportunities across compensation and benefits programs and processes.
Influence organizational and regional strategies through data-driven compensation insights that support growth, equity, and impact.
Lead the design and implementation of scalable, globally consistent compensation and benefits frameworks and tools.
Build and maintain strategic external partnerships.
Compensation, Benefits & Performance Advisory

Familiar with different compensation structures and statutory benefits across Europe, bring working knowledge and practical experience.
Design, implement, and refine global salary structures, grading frameworks, and pay policies aligned with market competitiveness and organizational goals.
Lead regular market benchmarking and salary analysis to ensure competitive, equitable, and compliant pay practices.
Drive improvements in job evaluation, role architecture, and pay-for-performance methodologies.
Integrate compensation frameworks with performance management systems, ensuring clear links between individual performance, growth outcomes, and reward.
Develop and harmonize benefits strategies across European jurisdictions, ensuring competitiveness, compliance, and employee well-being.
Stay on top of employment law in European countries with Prosper Global presence, so the organization can proactively adapt.
Provide strategic advisory support to leadership on compensation, performance calibration, workforce planning, and organizational design.
Strategic Improvement Projects

Design and implement key improvement initiatives that align Prosper Global's compensation and benefits with the organization’s strategic direction, including:
Partner with Prosper Global Europe HR and Talent Acquisition to support strategies to attract and retain high-performing professionals across Europe from private sector and impact investing backgrounds.
Develop performance-related pay principles and establish incentive structures to align with organizational growth and impact metrics.
Support operationalizing the organization’s framework to global mobility to ensure compliance, employee retention, and equitable compensation decisions. Own and implement the organization’s global mobility workstream, including reviewing and advising on requests, with executive, HR, and legal input.
Develop metrics, dashboards, and reporting frameworks to track performance, inform decisions, and support continuous improvement.
Communication, Influence & Stakeholder Engagement

Communicate compensation and benefits initiatives clearly to internal stakeholders, strengthening understanding and engagement.
Partner with innovations teams, HR, and leadership to ensure alignment between talent, performance and reward strategies.
Build internal capability through coaching and guidance on compensation, benefits, and performance management best practices.
Collaborate with Talent Acquisition to position total rewards as a competitive advantage in attracting top-tier talent in private markets.
Personal Leadership & Organizational Values

Demonstrate resilience, adaptability, and professionalism in complex and dynamic environments.
Promote innovation by encouraging new approaches to problem-solving within organizational frameworks.
Foster a high-performing, inclusive team culture focused on learning, accountability, and innovation.
Uphold high ethical standards and model organizational values in all interactions.
Safeguarding Responsibilities

● Actively learns about safeguarding and integrates it into their work, including safeguarding risks and mitigations related to their area of work.

● Practices the values of Prosper Global including respecting the dignity and well-being of participants and fellow team members.

● Encourages openness and communication in their team; encourages team members to submit reports if they have any concerns using reporting mechanisms e.g., Integrity Hotline and other options.

Supervisory Responsibility
None.

Accountability
Reports Directly To: Global Compensation and Benefits Director

Works Directly With: People Team, Europe HR, Talent Acquisition, and global and regional leadership

Accountability to Participants and Stakeholders
Prosper Global team members are expected to support all efforts toward accountability, specifically to our program participants, community partners, other stakeholders, and to international standards guiding international relief and development work. We are committed to actively engaging communities as equal partners in the design, monitoring and evaluation of our field projects.

Minimum Qualification & Transferable Skills
5+ years of experience managing total rewards or compensation and benefits programs at a private sector company, investment firm, or development bank.
Familiar with different compensation structures and statutory benefits across Europe, bringing working knowledge and practical experience.
Experience managing global programs and designing performance-related pay structures is highly preferred.
Bachelor’s degree or equivalent in Human Resources, Business Administration or related field, preferred.
English proficiency required.
Project management skills including the ability to create and execute plans within established deadlines. Strong problem-solving skills, interpersonal skills, and written and verbal communication.
Strong analytical skills and a thorough knowledge of compensation and benefit plan designs. Ability to understand how to leverage compensation and benefits programs to align with industry best practices

Please Send your resume/CV