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Join Our Mission: Help the Helpers with Jane

Let’s kick things off with a quick intro. Jane is a team that’s all about fostering growth, spreading delight, and serving our healthcare community. We’re looking for people who are ready to jump in and join us as we simplify the lives of healthcare practitioners and patients every day.

At Jane, success means collaborating with your team, delivering an aligned result with efficiency and quality, communicating clearly and openly, and embracing continuous improvement. And guess what? Jane is a remote-first company, so every role, including this one, gives you the freedom to work from anywhere in Canada.

Your Role in Our Journey:

With Jane’s continuous growth into new territories and new possibilities for our customers comes new complexities for our People Team to navigate. We’ve been able to scale our compensation and benefits practices to date by implementing simple systems that align with our values and meet the needs of our Jane team. We’re now at the point of needing to bring on our first Total Rewards pro to navigate new territory and take full ownership of these programs as we build out new teams in new geographies and have another big year of growth for the Jane team!

The Impact You Could Have:

• You’ll have the opportunity to continuously build out creative compensation solutions by partnering across the People team, with executive stakeholders and our Finance pros as we spin up new teams, new roles, and enter new geographies (with the majority of our team in CA, and growing our employee presence in US & UK).
• You’re a do-er and you’re excited to take full ownership over our total rewards programs, initially as a single incumbent. This means you’ll be doing all things compensation from completing our salary surveys (currently working with Radford and TAP Network), benchmarking, to running our compensation reviews and completing annual market reviews of our salary bands, providing compensation training for managers and AMAs on the hot topic of compensation for all of Jane.
• By taking full ownership of our benefits programs, you’ll be working with our Canadian (Sun Life), US (Sequoia One) and UK vendors to optimize our group benefits, ensure they’re aligned with our values of helping the helpers, and meeting the needs of our Jane team. This includes a holistic maintenance and ongoing improvement to our benefits including perks such as our Health & Personal Spending Accounts, iterating on our Recognition & Delight program and future programs as we grow.
• Establishing our first pay equity review and setting up this practice for an annual review moving forward.
• Leading our Sr People Operations Partner who has full ownership on our People Systems and has begun to build the foundation of our People Analytics work.
• As part of our People Leadership Team, you’ll play an active role in setting the direction for the People Team and ambitious (yet realistic) goals across the department.

The Experience We Feel We Need:

• You start from an IC-first mindset when building total rewards solutions to focus on the experience of our team members first and foremost, while balancing Jane’s non-negotiable of making more than we spend (yes, we’re profitable and we plan to keep it that way).
• You have a keen interest in people data to help take data-informed decisions and tell stories. You’ve been able to demonstrate this in the work you’ve done with Total Rewards metrics and potentially additional areas of People Analytics.
• You have experience building creative compensation solutions by leveraging the pulse of the team, working closely with internal stakeholders, keeping a pulse of total rewards trends in the market, utilizing compensation surveys, recruitment data, and additional creative means.
• You ideally have experience working across Product Development roles (Product Management, Design, Engineering) as well as Customer Support & Sales roles.
• We’re looking for someone who excels at taking complex topics and simplifying them. Your ability to break down sophisticated concepts into clear, practical solutions that can be implemented seamlessly will be key to your success in this role.
• You’re passionate about finding practical, effective solutions that meet the needs of our internal stakeholders. Your approach reflects our culture of collaboration and care, ensuring your ideas are not just innovative but also work in the real world.
• You can have a ball working through compensation models in Google Sheets, and you have experience partnering closely with Finance teams as well as working with executives on total rewards solutions.
• This role will start with one direct report who runs our People systems (HiBob HRIS, Lattice and Culture Amp) and People Analytics. Prior people leadership experience is a significant asset.
• Global total rewards experience, particularly in US and UK markets, is a significant asset.

Compensation Expectations for the Role

Jane’s committed to paying our team members fairly, clearly, and above all, paying for growth. This role has a minimum annual salary of $126,800 and maximum annual salary of $206,100. As you may have noticed, this salary range is quite large, and this is intentional to account for the growth someone will experience in the role throughout their time at Jane (i.e., from building the skills, to accomplished, to highly proficient, all the way to achieving excellence in the role). When hiring talented folks to join the Jane team, we’ve found that new team members are best set up for success when hired with the expectation of being fully accomplished in the role, which for this role would reflect a starting salary of $150,600.

It's also possible to join Jane at a salary above or below this, which would mean a salary below $150,600 typically reflects someone who has all the potential to be fully accomplished in the role but doesn't yet possess all the skills required, while a salary above $150,600 is typically for individuals who are currently in this role at Jane and had the opportunity to make a significant positive impact on our customers, product and company with deep Jane knowledge. At Jane, we pay for growth, which means that you’ll continue to have conversations about your career development with your manager and see your compensation grow over time as you build an amazing career with us.

Paying clearly is one of our compensation fundamentals to help folks build trust in the compensation process at Jane. To better understand Jane’s compensation fundamentals and how this range is determined, click on this link here for a short video walkthrough of how it all works! We also welcome you to ask as many questions as you’d like about compensation throughout the interview process to ensure you feel confident and build trust through the process.

More information on our benefits can be found here!

At Jane, we’re committed to fostering an environment that allows you to come to work as your truest self. We believe it’s important to actively recognize, embrace, and celebrate our differences in order to make Jane an inclusive, equitable, and diverse workplace.

We want to build a team of people who make conversations rich with perspective and experience. We are committed to listening to every voice in order to learn and grow because doing this will allow us to meet the needs of the diverse community of helpers that Jane serves.

We do not tolerate discrimination, prejudice, or oppressive isms of any kind. Employment is decided on the basis of qualifications, merit, experience, and the needs of the Jane community. We encourage anyone who requires accommodation or adjustments throughout the interview process to let us know, and we will do our best to support you.