Why This Job is Featured on The SaaS Jobs
Compensation analytics is becoming a core capability for SaaS and software companies as hiring, leveling, and equity decisions scale across functions and geographies. This role stands out because it treats compensation as a data product, emphasizing decision-grade modeling and market intelligence rather than relying on periodic benchmarks. The remit also reflects a modern SaaS operating model where People, Finance, and Recruiting decisions are increasingly instrumented, measurable, and expected to be explainable.
For a SaaS career, the long-term value is the chance to build analytical frameworks that influence multiple talent levers at once, from hiring to retention to internal mobility. The work naturally develops fluency in stakeholder management across business partners, and in translating imperfect datasets into practical guidance. Experience with scenario analysis, workflow improvement, and responsible automation also maps well to how SaaS organizations standardize operations while adapting to new roles and changing markets.
This role is best suited to someone who prefers high-accountability individual contribution and enjoys shaping how a function uses data, not just reporting on it. It will fit professionals who are comfortable operating with ambiguity, communicating clearly to non-technical audiences, and iterating on methods as inputs evolve. It also aligns with candidates motivated by cross-functional influence without direct ownership of final decisions.
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
About the Team
OpenAI’s Compensation group sits within Total Rewards and plays a foundational role in attracting, rewarding, and retaining world-class talent in support of our mission to ensure artificial general intelligence benefits all of humanity. As we scale globally and operate in increasingly fast-moving and competitive talent markets, compensation decisions must be powered by advanced analytics, market intelligence, and AI-enabled insight—not static surveys or point-in-time benchmarks.
About the Role
We’re looking for a Senior Manager, Compensation Analytics to lead complex compensation analyses and deliver high-impact insights that support hiring, promotions, retention, and equity decisions. This role focuses on building and operating advanced analytical frameworks, partnering closely with Compensation, HRBPs, Recruiting, and Finance to ensure decisions are well-informed, explainable, and practical. This is a senior individual contributor role and first of its kind. You will play a critical role in shaping how compensation data is modeled, interpreted, and applied across the People ecosystem. This role reports to our Head of Compensation & Total Rewards.
Your Responsibilities:
Lead the development and maintenance of compensation analytics, including market pricing, internal equity analysis, and performance-informed pay insights.
Translate complex or incomplete data into clear, decision-ready recommendations for Compensation leaders, HRBPs, and recruiting partners.
Partner with cross-functional teams (Recruiting, People Analytics, Equity, Finance) to support hiring, promotion, and retention decisions.
Apply advanced analytical methods — including modeling, scenario analysis, and structured assumptions — to address gaps in market data or emerging roles.
Identify opportunities to improve compensation workflows, tools, and reporting, balancing analytical rigor with speed and usability.
Contribute to the responsible use of AI and automation in compensation analysis, with appropriate guardrails and explainability.
Coach and review the work of more junior analysts as needed; may directly manage 1–2 ICs depending on team structure.
We're Seeking:
6-10 years of experience in compensation analytics, people analytics, finance, or a related quantitative field.
Strong hands-on experience with market pricing, internal equity analysis, and pay decision support.
Comfort operating in ambiguous environments with incomplete or shifting data.
Proven ability to partner cross-functionally and influence decisions without owning final authority.
Clear communicator who can explain analytical findings to non-technical stakeholders.
Familiarity with global compensation concepts and the limitations of traditional benchmarking data.
Workplace & Location
This role can be based in our San Francisco office or remotely in the US. When applying, let us know which location(s) work for you. We also offer relocation support to new hires.
If you're joining us in person, we offer relocation support and follow a hybrid schedule: three days a week in the office, with the option to work from home on Thursdays and Fridays. Our offices are set up for focus and connection—with adjustable desks, phone booths, conference rooms, stocked kitchens, and cozy spots to unwind or catch up with teammates.
About OpenAI
OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.
We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic.
For additional information, please see OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement.
Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.
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