Why This Job is Featured on The SaaS Jobs
This Compensation & Benefits Specialist role stands out in SaaS because it sits where scaling companies feel pressure first: consistent job architecture, equitable pay practices, and repeatable compensation cycles across countries. With a multi-geo footprint and formal governance touchpoints like a remuneration committee, the position reflects a mature operating model that many SaaS businesses adopt as headcount, functions, and locations proliferate.
For a long-term SaaS career, the work builds durable expertise in the systems and mechanics that underpin retention and sustainable growth. Ownership of salary frameworks, variable plans, and equity administration develops fluency in how SaaS companies balance market benchmarking with internal leveling, and how HRIS tooling like Workday becomes the source of truth for decisions. The added dimension of pay transparency readiness connects day-to-day compensation operations to an emerging regulatory and analytics discipline that will increasingly shape European SaaS hiring.
This role is best suited to a practitioner who enjoys switching between detailed operational delivery and structured project work, and who is comfortable translating data into decisions for senior stakeholders. It fits someone motivated by cross-border complexity and by building processes that remain defensible as the organization evolves.
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 BlaBlaCar
BlaBlaCar is the world’s leading community-based travel app enabling 27 million members a year to carpool or travel by bus in 21 countries. Our team of 800 employees counts over 50 nationalities and is spread across our 5 global offices, 30% working fully remotely.
Your Mission
We are looking for a Compensation & Benefits Specialist with 5+ years of hands-on experience to support, evolve and operate our global C&B programs. This is a hands-on role with real ownership, sitting at the intersection of rigorous analysis and day-to-day operational delivery, mixing 60% run 40% projects.
You will be the C&B expert of the People team, reporting directly to the Head of Talent, Culture & Performance. You will partner closely with the DRH, the Remuneration Committee, and local HR teams to ensure BlaBlaCar's compensation programs are competitive, equitable and compliant — and ready for the EU Pay Transparency Directive (effective 2027).
The role covers the full C&B spectrum across BlaBlaCar's international footprint (France, Brazil, Poland, Ukraine, Spain and beyond): base salary architecture, variable compensation, equity programs (AGA / BSPCE / O-shares / M-shares), employee savings (PEE/PERCO, intéressement), and benefits.
Your responsibilities
- Participate in designing , then implementing and managing the Compensation & Benefits strategy across BlaBlaCar
- Build and maintain BlaBlaCar’s salary grid and grading system (L1–L7) per job function, ensuring it remains grounded on relevant external surveys and benchmarks (AON Radford / Ravio)
- Review and enhance variable compensation programs, leave & benefits across all geographies (France, Brazil, Poland, Ukraine, Spain)
- Lead the annual End-of-Year compensation review process globally
- Prepare meetings, minutes, presentations and data for the Remuneration Committee (RemCo)
At BlaBlaCar, this also means:
- Managing all equity programs (O-shares, M-shares, AGA, BSPCE): pool design, grant calibration, vesting rules and Comuto transaction ledger reconciliation
- Configuring and operating the Workday Advanced Compensation module: salary ranges, cycle setup, reporting and dashboards
- Driving pay transparency readiness ahead of the EU Directive (2027): pay equity analyses, compliance mapping and remediation roadmap
- Overseeing employee savings programs (PEE/PERCO, intéressement) and the international C&B policy roadmap
Your qualifications
Required
- 5+ years of hands-on experience in Compensation & Benefits, in an international environment
- Strong expertise in job architecture, salary range design and market benchmarking (AON Radford, Mercer, Ravio or equivalent)
- Proven experience managing equity programs (AGA, BSPCE, RSU or equivalent) — including grant cycle management and governance
- Solid command of French C&B regulatory frameworks: AGA/BSPCE, intéressement, PEE/PERCO, working time compliance
- Advanced analytical skills — comfortable managing large datasets in Excel; experience with Workday Advanced Compensation strongly preferred
- Demonstrated experience in a Tech scale-up or international company with multi-country C&B scope
- Autonomous, rigorous, and comfortable operating with senior stakeholders (RemCo, DRH, ExCo)
- Full professional proficiency in English and French
Nice to Have
- Experience with EU Pay Transparency Directive readiness or pay equity analysis
- Familiarity with Workday-to-benchmark API integrations or HRIS automation projects
- Prior experience with Ravio, Pigment or similar compensation intelligence tools
What we have to offer
- Hybrid: 2 days at the office
- 4 additional weeks on top of legal maternity/paternity leaves
- 50% healthcare coverage (Alan)
- Financial support for home office equipment
- Minimum 25 days holiday per year
- Local meal plan policy (Swile card)
- 50% transportation paid (Forfait Mobilité Durable)
- Relocation package and visa support
- Free unlimited carpooling & bus rides
- Personal growth via trainings, mentorship, and internal mobility opportunities
- Employee Stock ownership plan
- Regular team building events
- 1 day off per year to test our product
Interested in joining the ride?
Here's what your hiring journey will look like.
- A 30-min video-call with our Talent Acquisition Manager to get to know you, understand your career expectations and answer your questions
- A 45-min video-call with Pierre Gierak, Head of Talent, Culture & Performance, to discuss the role in more depth
- A fully remote exercise to evaluate your hard skills, followed by a 60-min video-call with several People stakeholders
- A 30-min video-call with Frédéric Dieulle, SVP People, to meet the team and get a feel for the broader People organisation
Usually, our hiring process lasts on average 20-25 days, offers usually come within 48 hours.
