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Added 11 days ago
Senior Manager - HR Strategy & Enablement
RBC
Toronto, ON
Full-time
As Senior Manager, HR Strategy & Enablement, you will be part of a dynamic team that helps set the strategic direction for the HR function. The Senior Manager, HR Strategy & Enablement,…
Added 9 hours ago
Director, HR Employee Service Centre
Extendicare
Markham, ON · Extendicare (Canada) Inc.
Full-time
…frameworks that drive consistent, high-quality employee and manager experiences. This role owns the performance of the ESC , monitoring analyst productivity, response quality, and…
Added 2 days ago
People Business Partner
Jack Morton Worldwide
Oakville, ON
Building AI into how we deliver - from talent reviews to manager enablement to engagement listening - so the People function operates with leverage, not just effort.
Added 2 days ago
Senior Director, HR Program Delivery - SLC Management
SLC Management
Toronto, ON · Sun Life Toronto One York
Full-time
Lead change management strategy: stakeholder impact assessments, communications planning, training/enablement, and adoption measurement
Added 2 days ago
Senior Director, HR Program Delivery - SLC Management
Sun Life
Toronto, ON · Sun Life Toronto One York
Full-time
Lead change management strategy: stakeholder impact assessments, communications planning, training/enablement, and adoption measurement
Added 1 day ago
Senior Director, HR Program Delivery - SLC Management
SLC Management
Toronto, ON
Full-time
Lead change management strategy: stakeholder impact assessments, communications planning, training/enablement, and adoption measurement
Added 1 day ago
Manager, Product Portfolio & Operations
Ivey Publishing
London, ON
Full-time
…closely with Business Development, IT, Customer Service, and senior leadership to drive portfolio outcomes through rigorous standards, strong partner relationships, data-informed…
Added 3 days ago
Senior Manager, Global Operations AI
Manulife
Toronto, ON
Full-time
…support execution of the Global Operations AI mandate across strategy, transformation, product delivery, people strategy, and responsible AI governance. You will serve as a key coordination…
Added 3 days ago
Senior Manager, EmployeeWorks Platform Delivery (M3)
Apex Systems
Mississauga, ON
$100 to $110 USD / hour
Full-time
Senior Manager, EmployeeWorks Platform Delivery
Added 3 days ago
General Manager / Head of Business
ZEISS Group
Toronto, ON · North York, ON
Full-time
5+ years of progressive senior leadership experience in general management, commercial leadership, country management or business unit leadership, ideally with full P&L accountability.
Added 3 days ago
Sr. Advisor, Organizational Development (1 year contract)
''
Toronto, ON
Full-time · Temporary
As a champion of McCain's Winning Culture, the Senior Advisor, Organizational Development is responsible for executing programs and initiatives that strengthen organizational capability,…
Added 3 days ago
Manager, Performance Enablement
Infotek Consulting Inc.
Toronto, ON
$55 to $63 CAD / hour
Contract
We are seeking an experienced Performance Enablement Manager with a combination of business process analysis, strategy and project management experience.
Added 4 days ago
Manager, Engagement & Change Enablement, BC Health Workday
Provincial Health Services Authority
BC · British Columbia, Canada
Full-time
…moves further into implementation. We are recruiting a new Manager, Engagement & Change Enablement to lead the Change Specialist team and Change Lead, with primary accountability for Health…
Added 15 days ago
Human Resources Manager
BrainRidge Consulting
Toronto, ON
$80,000 to $150,000 CAD / year
Full-time
We're looking for an HR Manager who thinks like a builder: someone who can spot a gap and come up with a genuinely new initiative to fix it, then bring the attention to detail to streamline…
Added 11 days ago
Manager CRM Support
Fidelity Canada
Toronto, ON
Full-time
…(sales growth, service standards, client experience, advisor enablement). Provide updates senior…
Added 18 days ago
Director Marketing & Brand Development
SupremeX Inc.
Toronto, ON · Etobicoke, ON
Full-time
Lead SupremeX’s website, SEO, email marketing, social media, content, and digital strategy.
Added 16 days ago
Investment Marketing Program Manager
Fidelity Canada
Toronto, ON
Full-time
The Investment Marketing Program Manager is responsible for delivering best-in-class product marketing to promote Fidelity’s brand, products, and services to advisors. As a senior member of…
Added 16 days ago
Senior Director, Talent Acquisition
Diligent Corporation
Vancouver, BC
Partner closely with senior business leaders, HRBPs, budget stakeholders, and People Technology partners to align workforce plans, headcount priorities, and hiring strategy with business…
Added 19 days ago
Manager, People & Culture
Salt XC
Toronto, ON
Full-time
Reporting to the Senior Director, People & Culture, this role combines strategic business partnership with hands-on execution. The Manager will support leaders, managers, and employees…
Added 18 days ago
Senior Sales Enablement Manager
eSentire
Canada
The Senior Sales Enablement Manager is responsible for the learning experience and in-role success of our global sales team.
Added 1 month ago
Senior Finance & Corporate Services Manager
Kongsberg Defense US
Port Coquitlam, BC
Full-time
We are seeking an experienced Senior Finance & Corporate Services Manager to champion our financial landscape and steer integrated corporate infrastructure functions for our growing global…
Added 17 days ago
Sr. People Business Partner
Visier Solutions Inc
Vancouver, BC
Talent Strategy Enablement: Lead the organizational alignment and change management efforts for your client groups.
Added 18 days ago
Director, HR Transformation & Technology
Armstrong Fluid Technology
Toronto, ON
Full-time
…enterprise leadership for HR transformation programs, technology strategy, process optimization, and digital enablement, ensuring initiatives are aligned with business priorities and…
Added 18 days ago
Senior Specialized HR Manager- Workforce Transformation & Colleague Readiness
TD
Toronto, ON
Full-time
The Senior Manager, Workforce Transformation & Colleague Readiness plays a key role in supporting the successful adoption of new capabilities, ways of working and talent strategies that…
Added 11 days ago
Senior Manager, Payroll Product Owner - Global HR (18 Month Contract)
Scotiabank
Toronto, ON
The Senior Manager leads and oversees Global HR Product Technology Solutions Portfolio ensuring business strategies, plans and initiatives are executed / delivered in compliance with…

Safe Software

Senior Manager, People Operations & Total Rewards

Remote, Canada

Pay: $126,500 to $157,000 CAD / year
Job type: Full-time
Workplace: Remote
Posting language: English
Posted: Jul 14, 2026

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Original job description

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.
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. You're not approving their work after the fact - you're building it with them, as the expert in the room on compensation.

Total Rewards & Benefits

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. GTM's international build-out is coming. 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. If employees don't understand what they're paid and why, the philosophy isn't working yet.

People Operations & Systems

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. If it's wrong, slow, or missing, their advice to leaders is weaker. You build the pipes; they use the water.
Automate the process debt away. Onboarding paperwork, data entry, manual approvals - map what's manual today and give it back in hours, not workarounds.

AI Enablement for People & Culture

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. This is a working part of the job, not a side project: the rest of People & Culture shouldn't have to figure out AI adoption alone.
Lead the team's own AI transformation, not just your corner of it. Before People & Culture can credibly help the rest of Safe navigate the shift to AI, the team needs to live it first. You build the practices, comfort, and guardrails the rest of HR adopts.

Strategic Partnership

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. The craft is in the interpretation, not the spreadsheet.
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.

Qualifications, Skills, and Competencies

Safers come from a variety of backgrounds with a diversity in skills and knowledge. That said, we find that those who are most successful in this role have experience with the following areas.

Required skills:

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

Desired skills / Bonus points:

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

What You Can Expect

When you choose a career with Safe Software, you’re also choosing…

Meaningful Work: Make a profound impact across our business, workplace and data integration product.
A Supportive Environment: Feel empowered to share your ideas and implement them with high autonomy and team support.
Social Responsibility: Become part of a team that finds meaningful ways to give back. Take paid time off to volunteer for one of our Safe-organized opportunities that align with our core community initiatives.
Learning & Career Development: We believe in your continuous learning and growth. Take advantage of an annual learning budget and training programs paid for by Safe.
Flexible Working Hours: Flexible and remote-friendly work arrangements to fit your lifestyle. Work when you want, and how you want to.
Work-Life Balance: There's no place for burnout at Safe. Maintain a healthy balance of your personal and work life without splitting yourself in two. Enjoy 3 weeks of vacation to recharge, plus an additional paid 6 seasonal days off per year.
Health & Wellness: Extended health, dental, health or lifestyle spending, and counseling benefits from day 1. That’s right, no waiting period.
Family is important: We are dedicated to supporting our employees through parenthood and offer a Parental Leave Top-Up Program for new parents through childbirth or adoption.
Shared Success: Share in Safe’s success with our bi-annual profit sharing and RRSP/TFSA matching program.
An Accessible Commute: Regardless of your commute method, we’re located close to public transit, and provide complimentary parking and bike storage for our team!

About Safe Software

Safe Software transforms organizations with FME, the only All-Data Any-AI Enterprise Integration Platform connecting all your data, anywhere, at any velocity.

With over 30 years of expertise and 25,000+ enterprise customers across 125+ countries, we simplify your data journey, wherever it leads.

Founded in 1993, Safe is headquartered in Surrey, BC with over 300 team members and counting. We’re always looking for talented individuals with diverse backgrounds who are determined to learn and grow. Are you ready to join the team?

Our Commitment to Diversity and Inclusion

Safe Software is an equal opportunity employer and we truly believe that innovation and strength begin with diversity and inclusion.

We welcome all candidates regardless of race, gender identity or expression, sexual orientation, age, ability, disability, national or ethnic origin, political belief, religion, or family status.

Should you require accommodations during the recruitment process, please contact [email protected].

Notice Regarding Use of Automated Tools in Hiring

At Safe Software, we use automated tools to help us process applications and identify qualified candidates. These tools may assist in screening resumes and summarizing interview content based on the information you provide. This helps our team review applications efficiently while ensuring every candidate is considered based on the requirements of the role.

Please be assured that the final hiring decision is always made by a member of our team. For more information on how we protect your privacy, please see our policy. If you have questions about this process, please contact us at [email protected].

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More about this job

Responsibilities

The role owns the company-wide compensation philosophy, total rewards, and people operations infrastructure to support scaling toward $250M ARR. It also involves leading AI enablement for the People & Culture team to automate workflows and improve data synthesis.

Requirements

Requires 7+ years of experience in Total Rewards and People Operations, with a proven track record of building job architectures and implementing AI-driven HR workflows. Fluency in people analytics and HRIS management is essential.

Skills

Total Rewards
Compensation Philosophy
People Operations
HRIS Management
Job Architecture
Leveling Frameworks
People Analytics
AI Workflow Implementation
Benefits Strategy
Variable Pay Design
Pay Equity Analysis
Headcount Planning
Vendor Selection
Data Integrity
Workflow Automation
Strategic Partnership

Benefits

Annual learning budget
Training programs
Flexible working hours
Remote-friendly work arrangements
3 weeks of vacation
6 seasonal paid days off
Extended health insurance
Dental insurance
Health or lifestyle spending account
Counseling benefits
Parental Leave Top-Up Program
Bi-annual profit sharing
RRSP/TFSA matching program
Complimentary parking
Bike storage

Visa sponsorship

Not detected in the job text

Keywords

Total Rewards
Compensation
HRIS
People Operations
AI Enablement
SaaS
PE-backed
CCP
CBP
OTE
Quota Frameworks
Pay Bands
Merit Cycle
Profit Sharing
EMEA
US Growth
People Analytics
Attrition
Comp Equity
Calibration
Job Architecture
Leveling
Banding
Workflow Automation
Data Integration
FME
Headcount Planning
Org Design
Board Compensation Committee
Human Resources

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