We9re hiring a
Senior Compensation & Analytics Manager to bring rigor, structure, and strong analytical thinking to how we design and run compensation and people analytics at Front. This is a high impact role with meaningful exposure to senior leadership and the Board.
You will own and improve our end to end compensation cycle, build scalable compensation frameworks, and elevate how we generate workforce insights. This is not a traditional compensation role. We are looking for someone deeply comfortable in spreadsheets, excited about modeling and automation, and motivated to use AI tools to improve how we analyze and scale people decisions.
If you enjoy combining data, strategy, and systems thinking to influence real business outcomes, this role is for you.
What will you be doing?- Report directly to the Chief People Officer (CPO) and serve as a strategic thought partner on compensation and People Analytics initiatives
- Own and execute the end-to-end compensation cycle, including modeling increases, promotions, band updates, calibration support, and budget tracking
- Consolidate, clean, and structure People data across HRIS, ATS, and Finance systems in partnership with People Ops to create scalable, reliable datasets that enable meaningful analytics
- Manage off-cycle compensation adjustments, market reviews, and new hire band alignment
- Build, refine, and maintain scalable compensation bands and benchmarking frameworks
- Design and own advanced People Analytics to drive deep insights and inform Front9s people strategy
- Provide People Analytics and insights for executive audiences and the Board of Directors
- Lead analytics for the semi-annual engagement survey, including reporting, insight generation, and actionable recommendations
- Partner with the CPO on executive-level reporting including attrition trends, headcount strategy, retention analysis, engagement insights, and talent health metrics
- Deliver quarterly compensation reports to benchmarking partners such as Radford
- Partner closely with Finance on headcount planning, scenario modeling, and compensation budget alignment
- Identify opportunities to reduce manual modeling work through improved spreadsheet architecture, automation, and AI-enabled workflows
- Act as a strategic thought partner in evolving Front9s compensation philosophy, analytics maturity, and long-term People strategy
What skills and experience do you need?- 3-7+ years of experience in Compensation, Total Rewards, People Analytics, or a blended strategic People function, ideally within a SaaS or high-growth tech environment
- Direct experience owning or heavily supporting at least one full compensation cycle, including increases and promotions
- Strong understanding of benchmarking, salary band creation, and compensation modeling
- Demonstrated experience building and delivering executive-level analytics and board-level materials
- Experience designing People Analytics frameworks beyond standard reporting (attrition, performance trends, hiring velocity, engagement insights, etc.)
- Advanced proficiency in Excel or Google Sheets including complex formulas, pivot tables, scenario modeling, and data cleaning
- Experience working across multiple systems (HRIS, ATS, Finance) and building structure in fragmented data environments
- Strong analytical and problem-solving skills with the ability to translate complex datasets into strategic insights
- Experience collaborating cross-functionally with Finance, Recruiting, and People leadership
- Comfort operating in ambiguous environments and building systems from the ground up
- Interest in leveraging AI and automation tools to scale analytics workflows and reduce manual effort
What skills and certifications will you need?Required Skills:- Advanced spreadsheet modeling and data analysis
- Strong analytical and problem-solving ability
Preferred (but not required) Certifications:- Certified Compensation Professional (CCP)
- Workday or other HRIS system certifications
- Formal training in data analytics or business intelligence
- AI or automation-related coursework
What we offer- Competitive salary
- Equity (we are post-series D & backed by some of the best VCs in the US)
- Private health insurance, including plan options at no cost to employees
- Paid parental leave
- Flexible time off policy
- Flexibility to work from home Monday and Friday, unless posted as a fully remote role
- Mental health support with Workplace Options
- Family planning support with Maven
- $100 per month Lifestyle Stipend to spend on fitness, health and wellness, and other activities
- Wellness Days - Fronteers get an additional day off on months with no holidays
- Winter Break - Our offices are closed from Christmas to New Year9s Day!
