Why This Job is Featured on The SaaS Jobs
Compensation and total rewards work is often a strategic lever in SaaS, where distributed teams, multi-geo hiring, and rapid role evolution can quickly expose weaknesses in leveling and pay governance. This Total Rewards Manager role stands out because it sits inside a People Operations function explicitly focused on scalable, data-driven programs—an approach that maps closely to how SaaS companies standardise decisions as they grow across regions and functions.
From a SaaS career perspective, the remit touches the recurring operating cadence that mature subscription businesses rely on: structured compensation cycles, equity processes, and continuous band calibration. Ownership of frameworks, analytics, and auditability builds expertise that transfers across SaaS companies navigating similar challenges—internal equity, market benchmarking, and leadership decision support—especially as headcount and customer scale increase.
This role is best suited to professionals who prefer systems thinking over one-off interventions, and who enjoy partnering with Finance, Talent, and senior stakeholders to translate principles into repeatable mechanisms. It will particularly fit someone who is comfortable working with complex datasets, is motivated by transparency and governance, and wants a seat near the decisions that shape how SaaS organisations retain and reward talent over time.
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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