Compensation Product Manager – Employee Experience

Das ist der Job

The first cycle you run is year‑end, launching in February.

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. 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. #J-18808-Ljbffr