Why This Job is Featured on The SaaS Jobs
SaaS companies operating across multiple countries tend to hit a predictable inflection point where payroll complexity, distributed hiring, and investor scrutiny make reward strategy and people data operational concerns, not just HR topics. This Total Reward and People Analytics Lead role sits at that intersection, reflecting a scale stage where consistent job architecture and dependable workforce metrics become necessary for running the business.
For a SaaS career, the long-term value is the blend of governance and analytics. Owning merit and bonus cycles while building a people analytics capability develops fluency in how subscription businesses allocate spend, forecast headcount, and evaluate performance signals. The role also builds practical experience turning messy HR data into decision-ready reporting, a transferable skill set across SaaS orgs that rely on metrics discipline and system automation to stay efficient as they expand.
This position best fits someone who prefers structured problem solving and can hold a high bar for process accuracy while still working hands-on in systems and data. It will suit professionals comfortable partnering with Finance and senior stakeholders, and those who enjoy influencing decisions through frameworks, narratives, and evidence rather than authority alone.
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
Papaya Global is a rapidly growing, award-winning B2B tech unicorn with an ambitious mission to revolutionize the payroll & payments industry. With over $400M raised from multiple tier-one investors, our innovative technology provides a comprehensive solution for managing global workforces, encompassing everything from hiring and onboarding to managing and paying employees in over 160 countries.
As Papaya continues to scale globally, we are looking for a Total Reward & People Analytics Lead to join our HR Centers of Excellence team, reporting to the Head of CoE. In this role, you will manage and continuously improve the company’s reward practices and people analytics capability, ensuring alignment between performance, workforce planning, talent decisions, and compensation outcomes.
You will work closely with leadership, HRBPs, Finance, and global teams to build practical, data-driven solutions that support performance, growth, and organizational effectiveness.
Total Reward
- Manage and evolve the company’s Total Reward practices, including compensation, benefits, and job architecture
- Manage all aspects of compensation and benefits, ensuring consistency, fairness, market relevance, and business alignment
- Own the end-to-end execution of reward processes, including merit cycles, bonus programs, and ongoing compensation and benefits
- Lead the detailed planning and execution of reward programs, ensuring accuracy, consistency, and high-quality delivery
- Implement compensation structures aligned with business goals and organizational growth
- Build and maintain job architecture frameworks, including roles, levels, and compensation bands
- Ensure strong alignment between performance, workforce planning, talent decisions, and compensation outcomes
- Partner with HRBPs and leadership to support compensation decisions
- Work closely with Finance to ensure budget alignment and cost discipline
People Analytics & HRIS
- Build and develop People Analytics as a core capability across all HR domains
- Serve as the central owner of people data within HR, working hands-on to analyze trends, identify gaps, and surface actionable insights
- Ensure data accuracy, consistency, and reliability across HR systems
- Design and implement practical tools, HRIS solutions, and automations that improve how managers and HR operate and enable employees to effectively manage their people journey
- Manage and continuously improve HR systems and their functionalities, ensuring they are effective, reliable, and support how HR and the business operate
- Drive the use of AI and advanced technologies to build internal tools that improve efficiency, scalability, and data visibility across the HR function
Requirements
- 6–10 years of experience in Total Reward, Compensation, or People Analytics in a global, fast-paced environment
- Familiarity with compensation frameworks and experience with managing reward processes
- Experience working closely with Finance and senior stakeholders
- Strong analytical skills with the ability to translate data into clear, actionable insights
- Experience building or working with job architecture frameworks
- Detail-oriented with a strong ability to manage complex processes with accuracy and consistency
- Strong interpersonal and communication skills
- Experience working with HR systems across multiple domains
- Strong ability to build and present a clear and compelling narrative based on data and insights
- Ability to influence without direct authority, make and communicate difficult decisions, and maintain strong working relationships
- Hands-on, proactive, and solution-oriented approach
- Data-driven mindset with strong attention to accuracy and detail
- Tech-savvy, with experience working with HR systems and data tools
