Compensation Product Manager, Employee Experience

Darum lohnt es sich

• 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. • Beyond the cycle, you own every touchpoint where an employee or manager encounters compensation. • You measure success through sentiment, comprehension, and self‑service adoption, not just whether the cycle closed on time and on budget. • You own the ongoing capability building that makes managers confident in compensation conversations, not just the communications cycle deadlines require. • You own the employee and manager‑facing tooling roadmap.

Requirements • 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.

Core Competencies Demonstrates expertise in managing compensation cycles, including merit and equity cycles, with a strong focus on data integrity, stakeholder engagement, and effective communication. Capable of designing and implementing user‑centered processes that enhance manager and employee experiences in compensation.