Senior Compensation & Analytics Manager

Front is the customer operations platform built for B2B complexity, keeping every team, tool, and customer conversation in sync so companies can scale without losing connection. Others handle simple interactions. Front handles the coordination and context behind complex B2B customer relationships. Over 9,000 companies, including Uber Freight, Navan, and Stripe, rely on Front because it's the only one that can run the operational layer that makes customer-facing work actually succeed.

Backed by Sequoia Capital and Salesforce Ventures, Front has raised $204M from leading venture capital firms and independent investors including top executives at Atlassian, Okta, Qualtrics, Zoom, and PagerDuty. Front has received numerous Great Place to Work accolades, including Built In's 100 Best Midsize Places to Work in SF 2025, Top Places to Work by USA Today 2025, Y Combinator's list of Top Companies in 2023, #4 on Fortune’s Best Workplaces in the Bay Area™ ,Inc. Magazine's 2022 Best Workplaces list, and Forbes Best Startup Employers 2022 List.

We’re 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.

• 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

• Advanced spreadsheet modeling and data analysis

• Strong analytical and problem-solving ability

• Certified Compensation Professional (CCP)

• Workday or other HRIS system certifications

• Formal training in data analytics or business intelligence

• AI or automation-related coursework