Senior Manager, People Operations & Total Rewards

Safe Software

10d•CA$152,000 - CA$181,000•Remote

About The Position

Safe Software is looking for a Senior Manager, People Operations & Total Rewards to join our HR team. As Senior Manager, you will own compensation philosophy and architecture, total rewards and benefits, people operations and systems, and AI enablement for People & Culture — company-wide, across GTM, Product & Development, and every other part of the business. This role has real impact: it builds the comp philosophy people trust and the people systems that don't break as Safe scales toward $250M ARR. About The Team 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. HRBPs in GTM and Product & Development, who rely on your data and infrastructure to do their jobs well. Safe builds FME, the data integration platform trusted by 40,000+ organizations in over 100 countries. 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. You're building it.

Requirements

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
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
Effective communication skills
A Bachelor's degree in Human Resources or a related field, or an equivalent combination of education and experience.

Nice To Haves

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

Responsibilities

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.
Build the architecture from first principles. Job architecture, leveling, and banding largely don't exist in a form that scales past Safe's current size. You're building the framework that holds the next 500 hires, with AI in mind, not patching the one built for the first 50.
Run the comp cycle end to end. 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.
Own the benefits strategy end to end. Plan design, vendor selection, renewal cycles, and annual open enrollment — across a workforce that's about to span more than one country.
Build for EMEA and US growth. Benefits, pay bands, and statutory requirements need to exist before someone in an international location gets an offer letter, not after.
Make total rewards legible. Comp statements, benefits guides, and manager talking points that explain the “why,” not just the number.
Make the HRIS the source of truth, not a system everyone works around. Own data integrity, workflow automation, and integrations across payroll, benefits, and the tools HR runs on.
Build the reporting infrastructure the business actually uses. Attrition, comp equity, calibration distributions — the Sr. HRBPs reference this data constantly.
Automate the process debt away. Onboarding paperwork, data entry, manual approvals — map what's manual today and give it back in hours, not workarounds.
Be the AI enablement expert for the HR team. Find the tools, run the pilots, and bring back what works — for comp modeling, people ops workflows, and data synthesis.
Lead the team's own AI transformation, not just your corner of it.
Bring a point of view to every comp and data conversation. Pay equity analysis before someone asks for it. A retention read before someone resigns.
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.

Benefits

Annual learning budget and training programs paid for by Safe
Flexible and remote-friendly work arrangements
3 weeks of vacation
6 additional paid seasonal days off per year
Extended health, dental, health or lifestyle spending, and counseling benefits from day 1
Parental Leave Top-Up Program for new parents through childbirth or adoption
Bi-annual profit sharing
RRSP/TFSA matching program
Close to public transit
Complimentary parking
Bike storage