People Analytics (Compensation & Benefits)

About Permira

Permira is a global investment firm that backs successful businesses with growth ambitions. Founded in 1985, the firm advises funds across two core asset classes, private equity and credit, with total committed capital of approximately €89bn. The Permira private equity funds make both buyout and growth equity investments in four key sectors: Technology, Consumer, Healthcare and Services. The Permira credit funds support businesses with flexible financing solutions across Direct Lending, Strategic Opportunities and CLO Management. Established in 2007, the firm advises investment funds and products which have provided approximately €25 billion of debt capital to over 300 businesses.

ROLE OVERVIEW

• As an Associate within the HR function, you will play a key role in shaping and delivering Permira’s global Reward and HR Analytics agenda. The role sits at the intersection of people data and compensation, combining analytical rigour with commercial insight.
• A core priority will be supporting the migration to a new HR Information System (HRIS), improving data integrity, automation and system integration to strengthen how we track and manage people insights globally. You will also support the design, implementation and ongoing evolution of our reward frameworks whilst contributing to the development of robust people reporting and analytics capabilities to inform workforce planning, talent strategy, and business decision-making.
• The role offers exposure across compensation, benefits, benchmarking, workforce reporting and analytics, with the opportunity to contribute to technology-enabled process improvement and the development of scalable, high-quality people data infrastructure.

KEY RESPONSIBILITIES

1. HRIS: Support the implementation and ongoing optimisation of the firm’s global HRIS, including system design, data migration, testing, documentation and governance. Maintain high standards of data integrity, contribute to global data definitions and controls. Identify opportunities to automate and improve efficiency through effective system utilisation and through thoughtful use of emerging AI enabled tools.
2. Reporting and Analytics: Design, build and enhance core HR dashboards and reporting frameworks, ensuring accuracy, consistency and usability. Produce regular people metrics and management reports, partnering with stakeholders to ensure alignment and data integration. Provide analytical support during key people processes – e.g. compensation reviews, talent reviews, benchmarking exercises, scenario modelling. Translate complex data into structured insights and clear recommendations.
3. Compensation & Benefits: Support the execution of key reward processes, including annual compensation reviews, new hire offer design, market benchmarking, and benefits renewals. Prepare and maintain core compensation data files, attend review meetings, and support with follow up activities like employee communication and payroll alignment.
4. Carried interest & Coinvest schemes: Develop a strong understanding of the firm’s current and historical carried interest and co-invest structures, supporting analysis and stakeholder engagement where required.
5. Collaboration: Work closely with colleagues across HR, Finance, Fund Operations, Tax and Legal to deliver accurate and timely people-related outputs. Liaise with external advisors and consultants where appropriate.

SKILLS AND EXPERIENCE

• 2–3 years’ experience in HR (Compensations & Benfits), HR Analytics, Finance, or a related analytical role.
• Proven experience in data and analytics
• Strong analytical capability and numerical capability, with the ability to translate data into clear, practical outputs
• Advanced Excel skills and strong PowerPoint capability; experience working with data sets and producing structured, high-quality analysis
• Emerging AI literacy, with curiosity about how AI and automation can augment people analytics and reward processes; practical experience using generative AI tools is a plus.
• High attention to detail and a disciplined approach to data accuracy and process integrity.
• Strong written and verbal communication skills, with the ability to engage confidently with a range of stakeholders
• Exposure to compensation, benefits, benchmarking or people analytics is advantageous.

PERSONAL CHARACTERISTICS

• Proactive and solutions-oriented, with the confidence to take ownership of defined workstreams.
• Strong learning agility and a genuine interest in Reward, analytics and HR systems.
• Commercially curious, motivated to understand how people data and reward strategy drive business performance.
• Comfortable operating in a fast-paced, evolving environment with shifting priorities.
• Collaborative and team-focused, while able to work independently and manage deliverables effectively.
• Resilient, adaptable and pragmatic, with a hands-on, can-do approach.

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