SAFE Security

Senior Manager, People Operations & Total Rewards

British Columbia · Senior

Sponsorship not specifiedDetected 7 days ago

RESTHRHRISCompensationLeadershipCommunication

About the role

HRBPs in GTM and Product & Development, who rely on your data and infrastructure to do their jobs well.
Profitable, PE-backed, and on a deliberate path to $250M ARR, every part of the business is scaling at once - and none of it holds together without a comp philosophy people trust and people systems that don't break.
That infrastructure doesn't exist yet in the form this stage of growth needs.

Own the philosophy, not just the policy. Define what "competitive" means at Safe - market positioning, pay ranges, geographic strategy - and be able to defend it in the room, not just document it. This is a point of view, not a survey result.
Build the architecture from first principles.
You're building the framework that holds the next 500 hires, with AI in mind, not patching the one built for the first 50.
Lead the team's own AI transformation, not just your corner of it. Before People & Culture can credibly help the rest of Safe navigate the shift to AI, the team needs to live it first. You build the practices, comfort, and guardrails the rest of HR adopts.
Be the person leaders call before the decision is final. Headcount planning, org design, a comp exception someone wants to make - you're in the room helping think it through, not rubber-stamping it afterward.
Feel empowered to share your ideas and implement them with high autonomy and team support.
HRBPs in GTM and P&D own the business conversation; you own the philosophy and the infrastructure underneath it.
Maintain a healthy balance of your personal and work life without splitting yourself in two.
Build for EMEA and US growth.
GTM's international build-out is coming.

Has built and shipped AI-driven workflows that stuck - not pilots that fizzled out - with a proven track record implementing AI workflows in an HR/People context and the ability to mentor others toward the same fluency
Safers come from a variety of backgrounds with a diversity in skills and knowledge.
That said, we find that those who are most successful in this role have experience with the following areas.

7+ years in Total Rewards and/or Compensation, with real ownership of People Operations or HRIS
Built or substantially overhauled a job architecture or leveling framework
Led a full comp review cycle end to end - merit, bonus, and more
Comfortable owning HRIS as source of truth: data integrity, workflow automation, integrations
Fluency with people analytics: comp equity, pay bands, attrition, and calibration data
Effective communication skills
Experience at a PE-backed or high-growth SaaS company ($100M-$500M ARR range)
CCP, CBP, or similar compensation certification
EMEA or multi-jurisdiction comp and benefits experience
Experience designing variable pay/OTE frameworks for a GTM org
HRIS implementation or migration experience
Experience preparing materials for leadership or a board compensation committee

Own the philosophy, not just the policy. Define what "competitive" means at Safe - market positioning, pay ranges, geographic strategy - and be able to defend it in the room, not just document it. This is a point of view, not a survey result.
Merit, profit sharing, variable compensation, commissions - own the calendar, the modeling, manager enablement, and calibration inputs.
Design variable pay where the business needs it most.
Partner with the CRO, the Finance team, and the GTM HRBP on OTE structures and quota frameworks.
You're not approving their work after the fact - you're building it with them, as the expert in the room on compensation.
Enjoy 3 weeks of vacation to recharge, plus an additional paid 6 seasonal days off per year.
Plan design, vendor selection, renewal cycles, and annual open enrollment - across a workforce that's about to span more than one country.

Own the benefits strategy end to end.
Make total rewards legible.
Comp statements, benefits guides, and manager talking points that explain the "why," not just the number.
Own data integrity, workflow automation, and integrations across payroll, benefits, and the tools HR runs on.
Attrition, comp equity, calibration distributions - the Sr.
Pay equity analysis before someone asks for it.
Extended health, dental, health or lifestyle spending, and counseling benefits from day 1.
We are dedicated to supporting our employees through parenthood and offer a Parental Leave Top-Up Program for new parents through childbirth or adoption.
Take paid time off to volunteer for one of our Safe-organized opportunities that align with our core community initiatives.
Merit, profit sharing, variable compensation, commissions - own the calendar, the modeling, manager enablement, and calibration inputs.
Safe Software is looking for a Senior Manager, People Operations & Total Rewards to join our HR team.
Benefits, pay bands, and statutory requirements need to exist before someone in an international location gets an offer letter, not after.

As part of the HR team, you'll join a group of HR professionals who partner directly with business leaders across Safe Software.
Unlike our HR Business Partners, who are each embedded with a specific part of the business, this role owns the infrastructure underneath all of them - compensation, benefits, HRIS, and people operations, company-wide.
You'll report to the HR Director, lead a team of two, and work closely with the CRO, Finance, and the Sr.
Safe builds FME, the data integration platform trusted by 40,000+ organizations in over 100 countries.
You're building it.
As Senior Manager, People Operations & Total Rewards, you will operate at all altitudes - one week rebuilding the leveling framework that every promotion decision at Safe will run through for the next three years, the next designing an AI workflow to save the team two hours of repetitive work or recalculating a pay band because one offer would have broken it.
Both are the job.
Become part of a team that finds meaningful ways to give back https://www.safe.com/about/community-initiatives/.
This is a working part of the job, not a side project: the rest of People & Culture shouldn't have to figure out AI adoption alone.

This listing is sourced directly from SAFE Security's careers page and normalized into a canonical job model.