People & Compensation Analyst

Front•San Francisco, CA

1d•Hybrid

About The Position

Front is the leading AI-powered customer service platform built for collaboration. Front brings core support channels into a modern, intuitive workspace where teams can collaborate on requests, automate manual processes, and delight customers across their entire lifecycle. Front’s flexible workflows, AI features, and customer intelligence provide the efficiency and insights to keep entire organizations customer-first, every day. More than 9,000 of the most innovative companies worldwide including CultureAmp, HootSuite, and Y Combinator use Front to deliver five-star service at scale. 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 People & Compensation Analyst 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.

Requirements

3 to 7+ years of experience in Compensation, Total Rewards, or People Analytics 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
Advanced proficiency in Excel or Google Sheets including complex formulas, pivot tables, scenario modeling, and data cleaning
Experience preparing executive level or board level reporting materials
Comfort working with imperfect or fragmented data across multiple systems and building structure where it does not yet exist
Strong analytical and problem solving skills with the ability to translate complex data into clear insights
Experience collaborating cross functionally with Finance, Recruiting, and People leadership
Bias for action and ability to operate effectively in a fast moving startup environment
Interest in leveraging AI and automation tools to improve analytics workflows and efficiency

Nice To Haves

Certified Compensation Professional (CCP)
Workday or other HRIS system certifications
Formal training in data analytics or business intelligence
AI or automation-related coursework

Responsibilities

Own and execute the end to end compensation cycle, including modeling increases, promotions, band updates, calibration support, and budget tracking
Manage off cycle compensation adjustments, market reviews, and new hire band alignment
Build, refine, and maintain scalable compensation bands and benchmarking frameworks
Lead analytics for the semi annual engagement survey, including reporting and insight generation
Consolidate and clean data across HRIS, ATS, and finance systems to generate deeper People insights
Partner with the CPO on monthly executive reporting such as attrition, headcount trends, and workforce insights
Develop board ready analysis and presentation materials for quarterly meetings
Deliver quarterly reports to compensation benchmarking partners such as Radford
Partner closely with Finance on headcount planning and compensation budget alignment
Identify opportunities to reduce manual modeling work through improved spreadsheet architecture, automation, and AI enabled workflows
Act as a thought partner in evolving Front’s compensation philosophy and practices

Benefits

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 Year's Day!