The opportunity
The People Team at Asana works to enable all Asanas to achieve our goals as a company in a way that is consistent with our values. We focus on recruiting, developing, and retaining exceptional talent from diverse backgrounds, ensuring that everyone can thrive, grow, and make a meaningful impact.
What you'll do
Compensation Review Cycle: Own the strategy and end-to-end design of Asana's annual merit and focal review cycle, including shaping budget frameworks, calibration methodology, and People Partner enablement. Drive the process from philosophy through execution and post-cycle analysis.
Market Strategy & Pay Philosophy: Define Asana's approach to market positioning across functions and levels. Lead regular salary structure refresh cycles using Radford, Pave, and Compa, and bring a clear point of view on where and how we compete for talent.
Job Architecture: Lead the evolution of Asana's job architecture as a strategic initiative, partnering with People Partners and Talent Acquisition to establish leveling consistency at scale and maintain a clean, future-proof job catalog in Workday.
Pay Equity: Design and champion Asana's pay equity framework, moving beyond: analysis to drive systemic change. Set methodology, lead executive-level reporting, and ensure corrective actions translate into durable equity outcomes.
Senior Advisory: Serve as a senior advisor and escalation point for People Partners, Recruiters, and business leaders on complex comp decisions. Translate ambiguous situations into clear, data-grounded recommendations with minimal guidance needed.
Communications & Manager Enablement: Lead Asana's broad-based compensation communications strategy, including manager toolkits, pay philosophy education, and change management tied to program launches.
What they're looking for
- Demonstrates curiosity about AI tools and emerging technologies, with a: willingness to learn and leverage them to enhance productivity, collaboration, or decision-making.
- + years of progressive global compensation experience, with deep expertise in: broad-based compensation programs.
- Proven ability to set strategic direction and run complex programs: independently, with a track record of operating without a defined playbook.
- Trusted thought partner to VP-level and above stakeholders, with strong: ability to influence without authority.
