Why This Job is Featured on The SaaS Jobs
Compensation is a core scaling lever in SaaS, where teams often span multiple geographies and roles evolve quickly as ARR grows. This listing stands out because it centres on building global pay frameworks—job architecture, bands, and equity structures—alongside governance and board-facing cycles, all of which are recurring operating rhythms in mature SaaS organisations.
From a career standpoint, the remit offers durable SaaS experience: translating market benchmarking into internal equity decisions, partnering tightly with Finance and People leadership, and turning compensation data into decision-grade insights. Owning review cycles and band refreshes builds fluency in how SaaS companies manage cost, retention, and performance through systems rather than one-off interventions—skills that transfer across product-led, sales-led, and hybrid models.
This role tends to suit professionals who prefer structured problem-solving and are comfortable working cross-functionally with stakeholders who need clear recommendations, not just analysis. It aligns well with someone who wants to be the “program owner” for compensation mechanics—process design, auditability, and communication—while operating as an advisor on pay philosophy in a global SaaS context.
The section above is editorial commentary from The SaaS Jobs, provided to help SaaS professionals understand the role in a broader industry context.
Job Description
The People Operations team builds scalable, equitable, and data-driven programs that enable all Algolians to thrive. We lead global initiatives across compensation, systems, and processes that support growth and retention, anchored in Algolia’s values of Care, Trust, Candor, Grit, and Humility.
As a key member of this team, you’ll play a critical role in ensuring that Algolia’s pay practices are competitive, transparent, and aligned with our mission to reward impact.
YOUR ROLE WILL CONSIST OF
As a Compensation Manager, you’ll own the design and execution of Algolia’s global compensation programs. You’ll partner closely with People, Finance, and Leadership teams to ensure our pay and equity structures scale with our business and reflect our values.
You will:
- Review and optimize compensation frameworks, including job leveling, salary bands, and equity structure.
- Develop scalable, data-driven compensation programs that drive internal equity, market competitiveness, and retention.
- Lead recurring compensation cycles: mid-year and year-end reviews, equity submissions to the Board, and annual band refreshes.
- Build and maintain audit processes to ensure data accuracy and governance across all systems.
- Collaborate cross-functionally with Finance, Talent Acquisition, and People Business Partners to operationalize our compensation strategy.
- Provide analytics, insights, and reporting to inform leadership decisions on pay equity, geographic calibration, and total rewards trends.
- Serve as a trusted advisor on compensation philosophy, ensuring compliance and alignment with market benchmarks.
- Partner with the broader People team to align compensation with benefits and other total rewards initiatives, contributing to the evolution of a holistic rewards strategy over time.
YOU MIGHT BE A FIT IF YOU HAVE
- Deep interest in building fair, transparent, and motivating compensation programs that drive business impact.
- 5+ years of experience in compensation or total rewards, ideally in high-growth or SaaS environments.
- Proven ability to collect, analyze, and present complex data sets clearly and persuasively.
- Experience managing HR Operations or Compensation projects across global, cross-functional teams.
- Excellent written and verbal communication skills, including executive-level presentation capability.
- Experience at companies of similar scale (10,000+ customers, $50–200M ARR) and navigating fast organizational change.
- Curiosity or exposure to benefits or broader total rewards programs is a plus; interest in developing this expertise over time is encouraged.
NICE TO HAVE
- Familiarity with benchmarking tools & systems (e.g., Radford and Pave).
- Understanding of international compensation compliance.
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