Compensation Product Manager, Employee Experience

Rady to be Titan? ServiceTitan powers the businesses that keep the world running. Our compensation function is rebuilding for what comes next, and that requires someone who thinks like a product manager about the experience employees and managers have with pay. This role exists because compensation touches every employee at least once a year, and most of the time that experience is confusing, passive, or both. Managers make decisions without the right context. Employees receive outcomes without enough explanation. The cycle runs, but nobody leaves it feeling more confident about pay than when they started. That's the problem this role owns. You're a builder first. You've designed experiences for people who didn't choose to be in them, and you've learned that design quality matters as much as outcome quality. You have enough comp foundation to run a merit and equity cycle confidently, and you know that running it well is the floor, not the ceiling. The ceiling is building the tools, communications, and experiences that make every comp touchpoint better than the one before it. This role reports to the Director, Compensation. What you’ll do Compensation cycles (merit, annual performance grant, and promotion) 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. Templates, guides, training materials, or any other resource that 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, 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 that surface what needs to be fixed and inform 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 demonstrated 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: ability to 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; comfortable in the data even if 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. What we offer Flexible time off with ample learning and development opportunities. Comprehensive onboarding program, leadership training for all levels, and other professional development programs. Great work is rewarded through bonus programs and peer‑recognized awards. Holistic health and wellness benefits: company‑paid medical, dental, and vision (100% employer paid options for employees and 90% coverage for dependents), FSA and HSA, 401(k) match, and telehealth options including memberships to One Medical. Support for various life stages: parental leave and support, up to $20k in fertility services (IUI and IVF), surrogacy, adoption reimbursement, on‑demand maternity support, free breast milk shipping, pet insurance, legal advisory services, financial planning tools, and more. Equal Opportunity Employment ServiceTitan is committed to fair and equitable compensation for all of our employees. We strongly encourage people from underrepresented groups to apply. We do not discriminate against employees based on race, color, religion, sex, national origin, gender identity or expression, age, disability, pregnancy (including childbirth, breastfeeding, or related medical condition), genetic information, protected military or veteran status, sexual orientation, or any other characteristic protected by applicable federal, state or local laws. For candidates in the United States, the good‑faith salary ranges estimate for this role is Zone1: $134,500USD–$201,700USD (CA, CT, DC, MD, MA, NJ, NY, VA, and WA) or Zone2: $125,700USD–$188,500USD (all other US locations). International compensation for candidates residing outside the United States will vary by location and will be discussed during the hiring process. Actual compensation within a range is determined by factors including relevant experience, skill set, qualifications, and performance. In addition to base salary, the total compensation package includes an annual bonus, equity, and a holistic suite of benefits. #J-18808-Ljbffr ServiceTitan, Inc.