Deferred Compensation Specialist (f,m,d) - 100%

Julius Baer is hiring a Deferred Compensation Specialist (f,m,d) - 100% in Zurich, Switzerland. Level rates it ; you can apply on Julius Baer.

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Level rates this role Little AI ●○○○: aI is not part of the work.
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AI in this role

At Julius Baer, we celebrate and value the individual qualities you bring, enabling you to be impactful, to be entrepreneurial, to be empowered, and to create value beyond wealth. Let’s shape the future of wealth management together.

Shape the Future of Executive Compensation at Julius Baer

We are looking for a proactive and experienced Deferred Compensation Specialist to take ownership of the end-to-end administration of Julius Baer’s global deferred compensation programmes. This is a key specialist position within our dynamic Rewards & Performance Management function, offering strategic exposure across compensation, compliance, tax, and governance topics.

As a trusted advisor in one of the most complex areas of total rewards, you will play a central role in managing, maintaining, and evolving our deferred compensation framework across multiple jurisdictions. With increasing scrutiny on remuneration practices in financial services, this role sits at the intersection of risk, regulation, and talent strategy.

The ideal candidate is both a structured thinker and a hands-on executor – equally comfortable analysing regulatory trends, drafting board submissions, and performing detailed operational tasks. You thrive in complex, fast-moving environments and demonstrate strong adaptability and flexibility as priorities shift across regions, business lines, or regulatory regimes.

Join a compact, high-performing team that oversees Deferred Compensation, Global Mobility, and Business Travel Compliance, giving you broad exposure across reward, tax, compliance, and finance – all within a respected global private banking leader.

YOUR CHALLENGE

Strategic Plan Design & Governance Support: Play a key role in reviewing and enhancing existing deferred compensation frameworks – proposing improvements based on regulatory developments, market practice, or internal feedback. Prepare clear, accurate, and well-structured submissions and governance documentation for presentation to the Executive Board and the Board of Directors.
End-to-End Programme Leadership: Own the full lifecycle of deferred compensation plans – from design to delivery – ensuring precision, consistency, and adherence to internal policies and strategic objectives.
Stakeholder Engagement & Advisory: Act as the primary point of contact for employees, executives, and cross-functional partners (HR, Finance, Legal, Compliance, Internal Audit, and external vendors), providing clear guidance on award mechanics, tax implications, and policy interpretation.
Operational Rigor with Control Mindset: Balance strategic responsibilities with operational efficiency in execution: including transactions processing, data validation, and troubleshooting to ensure daily operations run smoothly – without losing sight of longer-term improvements.
Global Compliance & Risk Oversight: Ensure strict compliance with international tax regulations (including local reporting obligations), coordinate annual remuneration disclosures, and support audit readiness across all operating entities.
Process Innovation & Digitalisation: Drive continuous improvement through technology enablement – evaluating, implementing, and optimising external platforms like Workday and Equatex/EquatePlus to streamline processes, reduce manual effort, and improve user experience.
Governance & Control Excellence: Support global oversight by preparing and/or reviewing plan and contract documentation, regulatory submissions, and reports. Maintain comprehensive records and controls to meet internal and external audit requirements.
Cross-Functional Collaboration: Collaborate closely with Global Mobility, Payroll, Legal, and Reward colleagues to ensure integrated delivery across related domains, particularly in areas touching expatriation, incentives, and regulatory reporting.

YOUR PROFILE

Experience: Higher education qualification in business, finance, or law with a minimum of 4 years’ experience in equity or deferred compensation design and administration, preferably within financial services or a multinational corporation.

Deferred Compensation expertise: Demonstrated knowledge of cash- and equity-based deferral mechanisms, including performance conditions, vesting rules, post-termination delivery scenarios, and market practices. Solid grasp of tax and legal considerations (Swiss and international), as well as, employment and regulatory issues related to deferral programmes, and financial reporting impacts (e.g. IFRS2).
Technical Proficiency: High familiarity with HR Information Systems (esp. Workday), equity tracking software (esp. EquatePlus), and related reporting tools. Advanced MS Office skills especially Excel modelling.

Personal attributes:

Demonstrate strong organisational skills, agility, and resilience, adapting quickly while maintaining accuracy and service levels.
Function effectively amidst change – whether triggered by regulation, reorganisation, or evolving business priorities.
Meticulous attention to detail, with uncompromising standards for accuracy
Structured thinker with strong organisational skills who thrives in complex, regulated environments
Results-oriented self-starter capable of working autonomously yet collaboratively
Exceptional communicator – able to explain technical concepts simply and confidently, even under pressure
High degree of discretion and integrity when handling sensitive, executive-level data
A team player with a desire to continue learning, growing and developing in the role and within the area of reward/compensation.

Language: Fluency in German and English is required.

We are looking forward to receiving your full job application through our online application tool. Further interesting job opportunities can be found on our Career site.

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How we rate this

Deferred Compensation Specialist (f,m,d) - 100% at Julius Baer rates 35 out of 100 for how much of the daily work is AI. That makes it Little AI (AI Level 1 of 4). The level is about AI in the job, not seniority.

Classification

Little AI. AI is not part of the work.

●●●● Builds AI80 to 100
●●●○ Works on AI60 to 79
●●○○ Uses AI40 to 59
●○○○ Little AI0 to 39

Levels come from how often the tools, models and workflows of the role are named in the posting itself. Read the description and count the AI tools, models and workflows it names.