What you'll do:

Compensation cycles
Merit, annual performance grant, and promotion cycles are the anchors of this role: timeline management, system configuration, communications strategy, manager enablement, and post-cycle retrospectives. The first cycle you run is year-end, launching in February. You won't run it alone, but you will own it. Meeting expectations means managers and employees understand what happened and why. Exceeding expectations means you've already identified what to redesign for next year. Cycle execution includes budget modeling and Finance alignment: you need to be comfortable building and pressure-testing the numbers, not just managing the process around them.

Employee and manager experience
Beyond the cycle, you own every touchpoint where an employee or manager encounters compensation. When a manager needs to make a comp decision, is there a designed experience that meets them before they ever contact the team? When an employee receives an outcome, do they understand it? You measure success through sentiment, comprehension, and self-service adoption, not just whether the cycle closed on time and on budget.

Enablement and communications
You own the ongoing capability building that makes managers confident in compensation conversations, not just the communications cycle deadlines require. Templates, guides, training materials, whatever closes the gap between what managers need to know and what they actually do.

Tools and infrastructure
You own the employee and manager-facing tooling roadmap. You'll work with People Technology and People Insights and Analytics to build scalable solutions, and you'll measure whether what you shipped actually changed how people work and understand the value of their compensation. In the near term, while systems are still being developed, this also includes data audits and quality reviews: work that surfaces what needs to be fixed and informs what needs to be built.

What you'll bring:

• 5-7 years in compensation, HR operations, or a closely adjacent product or program management role, with enough comp exposure to run a merit and equity cycle independently
• A product and operations mindset you can demonstrate through real examples: something you designed, built, and measured that changed how a user group experienced a program or process, not just executed it
• Experience owning complex, multi-stakeholder programs end to end with real accountability for the outcome, not just the execution
• Comfort with data audits and compensation analysis: you can identify errors, validate data integrity, and surface patterns that inform what needs to be built
• Active AI tool user: you can point to workflows you've built or accelerated, not just experiments you've read about
• Strong communicator who can translate comp mechanics into plain language for managers, employees, and senior leaders
• Advanced Excel or Google Sheets skills; you're comfortable in the data even if you're not a modeler first
• Workday experience is a plus
• Formal product management experience is a plus, not a requirement

Who thrives here

You've built things before someone asked you to. You're restless about friction you can see and haven't fixed yet. You think about who the user is before you think about what to build, and you've learned that the experience design matters as much as the outcome. You hold a high bar for clarity because compensation only works when people trust it, and trust comes from understanding. You don't wait to be asked. And you make the people around you better at their jobs.

Use of AI Technology:

We use technology, including automated and AI-assisted tools, to support certain aspects of our recruitment process. These tools are designed to improve efficiency and enhance the candidate experience. AI tools are not used to make hiring decisions; all hiring decisions are made by our hiring teams.

What We Offer:

When you join our team, you're not just accepting a job. You're making a career move. Here's how we'll support you in doing some of the most impactful work of your career:

• Flextime, recognition, and support for autonomous work: Flexible time off with ample learning and development opportunities to continue growing your career. We offer a comprehensive onboarding program, leadership training for Titans at all levels, and other programs and events. Great work is rewarded through Bonusly, peer-nominated awards, and more.
• Holistic health and wellness benefits: Company-paid medical, dental, and vision (with 100% employer paid options and 90% coverage for dependents), FSA and HSA, 401k match, and telehealth options including memberships to One Medical.
• Support for Titans at all stages of life: Parental leave and support, up to $20k in fertility services (i.e. IUI and IVF), surrogacy, and adoption reimbursement, on demand maternity support through Maven Maternity, free breast milk shipping through Maven Milk, pet insurance, legal advisory services, financial planning tools, and more.