Senior Product Manager

Senior Product Manager

Handbooks, Compliance Learning, and Multi-State Compliance

Workforce Compliance | Reports to: Senior Director, Product Management | Mitratech US

This role sits on our newly formed Workforce Compliance product team. The team exists to own the customer problem end to end: understanding the buyer, the user, the approver, and the accountable owner behind every compliance job, and shaping one coherent product direction across the portfolio. We build once on shared intelligence and reusable capabilities, we lean on licensed experts for judgment, and we hold ourselves to evidence over opinion. Product managers here decide within their scope, raise concerns while they are still small, and communicate clearly so that decisions get made faster.

Job Overview

Mitratech is seeking a Senior Product Manager to own the customer problem of keeping a growing, multi-location workforce compliant with the policies, notices, and training the law requires. Your primary products are Handbooks and compliance learning. Your workflow scope covers Multi-State and Jurisdiction Management and Onboarding, excluding I-9 and E-Verify, which is owned by peera.

Multi-state compliance and handbook confusion is the single largest theme in our customer and prospect conversations today. Employers who built a business in one state and expanded to three do not know what changed, usually find out after a mistake, and are maintaining a handbook by copy and paste. Brokers and PEOs who deliver that handbook under their own brand cannot always prove it is current or that it is being used. Employees rarely see or acknowledge the policies that protect both sides. Producing a compliant handbook today is time consuming and often requires rounds of revision. We believe that the process should be efficient and that delivering insights to the right system or person at the right time should be paramount.

You will own that problem across every channel we sell through: our own product, partner platforms, chat, and authorized agents calling our Intelligence Core. You will decide which customer journeys come first, what the shared handbook engine must do, how policy changes flow into acknowledgments, training assignments, and downstream HR and payroll settings, and how we prove the outcome to the employer and to the partner who sponsored it.

What you will own

• Handbooks: intake, policy selection and assembly from verified content, multi-state and section-level editing, review and human approval, versioning, publication, and portability of the employer's handbook across sponsor and broker changes
• Learn and Compliance Learning: mandated training (harassment prevention, safety, and similar) assigned and tracked against the jurisdictions where employees actually work, and the proof of completion that goes with it
• Multi-State and Jurisdiction Management: the employer's jurisdiction footprint as a shared, reusable input that triggers the right policies, notices, training, and alerts when a workforce crosses a state line or a headcount threshold
• Onboarding (excluding I-9 and E-Verify): new-hire state reporting, wage theft prevention notices, and handbook and policy acknowledgment at hire and at every policy update
• The post-approval loop: distribution to employees, acknowledgment tracking, manager guidance, and a human-reviewed handoff of policy changes to payroll and HRIS configuration
• How these experiences show up inside partner platforms and through the Intelligence Core API, with attribution that travels with our content

Essential Duties & Responsibilities

Own the customer problem

• Be the person in the company who knows the most about how a multi-location employer, an HR generalist, a broker account manager, and a PEO team actually keep policies and training current today, and where that work breaks
• Maintain a living view of buyer, user, approver, and accountable owner for each job in your scope, across direct and partner channels
• Set the outcomes we are aiming for (for example, time to a publishable handbook, share of employees acknowledged, training completion against mandate deadlines) and hold the team to them

Lead customer discovery

• Run a continuous discovery cadence: weekly conversations with employers, HR practitioners, brokers, PEOs, and our own HR experts, plus regular review of sales and support call evidence
• Turn what you learn into explicit, testable assumptions. Label what we know, what we assume, and what the evidence supports
• Collaborate with Product Design to validate solutions with prototypes and small experiments before committing engineering capacity, and be willing to kill ideas the evidence does not support
• Partner with the persona and research work already underway so the team shares one picture of the customer instead of several

Shape AI-native experiences with experts in the loop

• Design handbook and training experiences with our Foundations counterparts that gather employer context once, apply cited guidance and expert review, coordinate the approved facts into the document, the acknowledgment, and the training assignment, and prove completion
• Define where an agent can act, where a human must approve, and where a question routes to a licensed expert.
• Work with the Intelligence Core team so your experiences draw on the shared labor law corpus and employer context rather than duplicating intelligence

Deliver and measure

• Write product requirement documents and decision documents that engineering, design, and content experts can act on. Prioritize the backlog and own launch and adoption
• Define the metrics that show whether the customer problem is actually getting solved, instrument them, and report on them plainly
• Protect current customer and partner commitments while shaping the next plan, and surface conflicts early

Work across the company

• Partner with engineering, design, data science, the compliance content team, HR advisory experts, customer success, partner management, and go-to-market
• Give partners a clear story for how Handbooks and Learn add value in their channel and how they can prove utilization to their own clients
• Enable sales, support, and implementation on what you ship and why it matters to the employer

What Success Looks Like in Your First Year

• You have interviewed dozens of employers, practitioners, and partners and produced a synthesis the whole team uses to prioritize
• The handbook production cycle is measurably shorter and the causes of revision churn are understood and shrinking
• Multi-state, section-level handbook editing is in customers' hands and partners can point to acknowledgment and training evidence at renewal
• A validated, human-reviewed handoff from approved policy changes to employee distribution and payroll configuration exists, with clear ownership
• Your scope has explicit success measures, a sequenced plan, and documented decisions on what changed and what stayed in place

How We Work

We are a new team with a clear direction and a lot still to shape. The product leaders who do well here share a few habits:

• Precision about the problem. You know the customer, the job, and the evidence before you become attached to a solution, and you can separate what we know from what we assume.
• Judgment, not permission-seeking. You know when to decide, when to run a test, and when a tradeoff needs a wider conversation.
• Clear written thinking. You produce short, decision-ready documents rather than long decks.
• Direct feedback, in both directions. You give it constructively and you ask for it.
• Early and messy beats late and polished. A heads-up on a risk is always welcome.

Requirements & Skills

• 5+ years of product management experience in B2B SaaS, with at least 3 years owning a product area end to end, from problem definition through launch, adoption, and iteration
• A demonstrated practice of continuous customer discovery: you talk to customers and users every week, you can show the interview notes and synthesis behind your last three roadmap decisions, and you can explain which assumptions you tested and which you got wrong
• Experience serving two or more distinct audiences for the same product (for example, a partner who buys and an employer who uses) and designing for the tension between them
• Track record of writing product requirements and decision documents that engineering, design, and compliance experts could act on without a follow-up meeting
• Comfort defining and defending success metrics, then changing course when the data says to
• Experience working alongside subject-matter experts (legal, compliance, clinical, or similar) where the product has to be right, not just shipped
• Strong collaboration with engineering, design, and data science in agile environments, including shaping AI-assisted or agentic experiences with clear human review points
• Experience with HR technology, compliance technology, or regulatory products (preferred)
• Experience with API-delivered, embedded, or partner-distributed products (preferred)
• Experience with document generation, policy or content management, learning management, or workflow products where correctness and version history matter
• Familiarity with multi-jurisdiction requirements in HR or a comparable regulated domain, or a demonstrated ability to get deep in one quickly

Education

• Bachelor's degree or equivalent experience

We will disclose intended pay ranges in our job ads for US-based opportunities - This role can be performed 100% remote anywhere in the US. Anticipated Pay Range: $130,000 - $160,000 Annually USD

Total compensation includes US employee benefits and annual bonus eligibility.

Benefits we offer:

• Health, Dental & Vision Insurance *
• 401 (k) + Employer Match *
• Open PTO + 11 Paid Holidays + 4 Annual Paid Global Wellness Days Off
• STD, LTD & Group Life Insurance
• Paid Parental Leave
• Pet Insurance
• FSA & HSA Options
• Employee Assistance Program

Perks we offer:

• Remote Work
• Career Advancement & Professional Development Opportunities
• Employee Recognition
• LinkedIn Learning Platform