Senior Compensation Analyst

Algolia • New York, New York • 1d ago

Why This Job is Featured on The SaaS Jobs

Compensation is a foundational capability for SaaS companies operating across geographies and talent markets, and this role sits at the point where People strategy meets measurable business constraints. Algolia’s emphasis on global programs, governance, and recurring cycles signals a mature People Operations function where compensation is treated as a product that must be maintained, audited, and iterated as the organization evolves.

For SaaS professionals, the work maps closely to how subscription businesses scale: consistent leveling, market calibration, and equity design influence hiring velocity, retention, and cost discipline over time. Owning band refreshes, board-facing equity submissions, and pay equity analytics builds durable expertise in operating rhythms that recur annually and intensify as headcount and international footprint expand. The cross-functional partnerships with Finance, Talent, and leadership also reflect how compensation decisions are made in SaaS, with data and narrative needing to align.

This position suits someone who prefers structured problem solving, comfort with sensitive datasets, and clear communication to senior stakeholders. It is a strong fit for compensation practitioners who want end-to-end program ownership and who enjoy translating benchmarks and internal equity principles into operating processes that other teams can reliably use.

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.