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.

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 Front’s 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 Front’s 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

• <