People Analytics & Compensation Manager

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People Analytics & Compensation Manager

Department: People & Culture

Location: Somerville, MA

Do you want to change how the world creates? At Formlabs, we’re building the tools that make it possible for anyone to bring their ideas to life, from cutting-edge products to life‑saving medical devices. Our 3D printing technology powers innovation at more than 50,000 industry leaders worldwide, including Apple, Google, Tesla, New Balance, and NASA. Together, we’re helping everyone design, prototype, and manufacture faster than ever before.

We’re a team of hands‑on builders, engineers, and innovators reinventing how the world makes physical things. If you’re ready to shape the future of fabrication, come build it with us.

• As the People Analytics and Compensation Lead, you will directly shape how Formlabs scales its most valuable asset—its talent. By architecting a transparent, data‑driven compensation system and building a mature people analytics function, your work will serve as the engine behind our global talent strategy. You and your team of 1‑2 direct reports will turn workforce data into a single source of truth that guides executive board decisions, builds deep trust with business leaders, and ensures Formlabs remains highly competitive in attracting top‑tier innovators worldwide.

• Own the strategic design and evolution of Formlabs' global compensation system: bands, levels, ranges, philosophy, equity, variable, and operational policies
• Continually evaluate and ensure excellent use of benchmark data; ensure benchmark inputs have critical mass and are explainable to non-experts
• Design compensation structures for international markets including in EMEA and APAC
• Author and maintain the manager‑facing compensation philosophy; ensure it can be explained simply and coherently
• Partner with the People Business Partners, who own individual compensation recommendations to managers and the business
• Partner with Finance on planning cycles, merit cycles, and total comp cost forecasting

• Own the people scorecard — a finite, durable set of metrics that flow consistently into QORs, board updates, and leadership reporting
• Continually improve engagement reporting and ensure it is broadly adopted at all levels of management
• Own ad‑hoc people analytics projects as needed — team‑based diagnostics, benefits analyses, retention, and other targeted analytical work

• Work in partnership with Recruiting leadership to continually refine and ensure adoption of actionable recruiting analytics
• Partner with the Recruiting team on operational improvements surfaced by the data

• Are a first‑principles thinker — you start from the problem and build the right answer, not from a framework and adapt it
• Have natural curiosity — are driven to understanding the underlying question, not to complete a project list
• Operate by the "think big and simplify" principle — refuse to ship things that cannot be explained simply
• Are analytically rigorous; comfortable with ambiguity in data and the judgment calls underneath the numbers
• Comfortable with modern data and AI tools — use them as leverage to move with velocity through large data projects
• Have high personal standard for credibility — the system has to be trustworthy to managers, employees, and the board
• Have strong written communication — can write a compensation philosophy that a skeptical engineering manager will read and trust
• Exhibit high ownership; ship durable systems, not project deliverables
• 5+ years of relevant experience in compensation, total rewards, workforce analytics, or equivalent
• Manage a team/direct reports

• Experience using Greenhouse or ATS, and Culture Amp or HRIS
• MBA and/or quantitative business experience
• Global business knowledge and…