Bitdefender

Bitdefender is a cybersecurity leader delivering best-in-class threat prevention, detection, and response solutions worldwide. Guardian over millions of consumer, enterprise, and government environments, Bitdefender is one of the industry’s most trusted experts for eliminating threats, protecting privacy, digital identity and data, and enabling cyber resilience. With deep investments in research and development, Bitdefender Labs discovers hundreds of new threats each minute and validates billions of threat queries daily. The company has pioneered breakthrough innovations in antimalware, IoT security, behavioral analytics, and artificial intelligence and its technology is licensed by more than 180 of the world’s most recognized technology brands. Founded in 2001, Bitdefender has customers in 170+ countries with offices around the world. For more information, visit https://www.bitdefender.com

We are looking for a Compensation & Rewards Specialist who is not only comfortable running salary review cycles, but also excited to rethink and build modern compensation structures for a fast-growing, international tech company.

You will have the opportunity to shape how compensation evolves — from processes and governance to market positioning and flexibility.

This is a 2-year fixed-term contract, with the intention to build long-term capability and potential to extend based on business needs and mutual fit.

What you’ll do:

Run today’s compensation engine

• Lead and coordinate annual and off-cycle salary review cycles;
• Ensure consistent application of guidelines;
• Partner with managers to explain pay positioning and recommendations;
• Identify inconsistencies and equity risks before they become issues.

Design and evolve tomorrow’s framework

• Contribute to the development of our compensation philosophy;
• Improve salary structures and market benchmarking approaches;
• Explore modern practices in pay transparency, flexibility, and career tracks;
• Propose simplifications and redesign where processes are overly manual or rigid;
• Collaborate with People Data to translate policy into scalable systems.

Strengthen governance & flexibility

• Define clear rules — but know when flexibility is needed;
• Balance competitiveness, internal equity, and budget discipline;
• Support audit-readiness without creating unnecessary bureaucracy.

What we’re looking for:

• 5–8+ years of experience in Compensation / Rewards / Total Rewards;
• Hands-on experience running salary review cycles independently;
• Strong understanding of market benchmarking and pay positioning;
• Experience contributing to or designing salary structures (not just applying them);
• High analytical rigor combined with business judgment;
• Comfortable working in environments where policies are evolving;
• Curious about modern trends in compensation and workforce strategy;
• Strong communication skills and confidence in challenging conversations;
• Excel proficiency required; BI/data exposure is a plus.

This role is for you if:

• You don’t need a perfectly defined policy to operate confidently;
• You are comfortable working with ambiguity and helping bring structure to it;
• You enjoy questioning “why we do it this way” — and proposing better alternatives;
• You can combine discipline with creativity;
• You want to build, not just execute.

What you’ll gain:

• Real ownership of compensation design, not just execution;
• Close collaboration with People Data and automation initiatives;
• Exposure to leadership and strategic decision-making;
• The opportunity to shape a modern, scalable, future-oriented rewards framework;
• If you’re looking for a role where you can both run compensation processes today and design the structures of tomorrow, we’d love to meet you.

Show more
Show less