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.

We have an immediate opening and are excited to find the right candidate to join our team.

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.

What You'll Be Doing

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.

Compensation Philosophy & Architecture

• 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. 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. The Sr. HRBPs in GTM and P&D own the business conversation; you own the philosophy and the infrastructure underneath it.