Project Manager, Total Rewards

Role Description

We're hiring a Project Manager to own high-priority Total Rewards projects and programs end to end. You'll work closely with our Benefits, Compensation, Equity, Talent Mobility, and M&A pillars, building expertise in how these programs work and what it takes to land them well. Some programs have established playbooks you'll sharpen; others are less defined and will need you to help shape the approach before you execute it. Across all of them, you'll identify dependencies early, proactively surface and mitigate risks, and keep complex, multi-stakeholder work moving toward clear outcomes. This is a high-leverage individual contributor role for someone who brings both rigor and judgment to every project they own.

Responsibilities

• Own end-to-end project management for high-profile cyclical and transformational Total Rewards projects, from intake and scoping through go-live and handoff to program owners.
• Advise and embed with project teams across the Total Rewards and People portfolio, raising the quality bar and building PM capability across the extended team, not just doing the work yourself.
• Build subject matter expertise across Benefits, Compensation, Equity, Talent Mobility, and M&A — becoming a reliable strategic thought partner to pillar teams on program decisions, not just a tracker of status.
• Build, automate, and continuously improve the infrastructure that makes program management repeatable and scalable: intake frameworks, project plan templates, SOPs, playbooks, and handoff checklists for common program types.
• Leverage AI tools in your daily work and the team's workflows, using them to accelerate synthesis, drafting, stakeholder communications, and documentation, and actively identifying new opportunities to work faster and better.
• Drive cross-functional alignment across People and key partner functions (Legal, Finance, Corporate Technology, and others), creating shared visibility into priorities, dependencies, and blockers.
• Tackle complex, ambiguous program questions with rigor and independence, owning work from problem definition through final recommendation — including defining the approach, monitoring progress, identifying risks early, and putting mitigation in place before issues land.
• Surface patterns and gaps across the program portfolio, translating observations into structured analysis and recommendations for People leadership.

Qualifications

• 7+ years of People project, program, or operations management experience, including at least 3 years driving multi-stakeholder, cross-functional programs end to end, ideally at a scaling or global company.
• A track record of building from scratch: you've created processes, playbooks, or program infrastructure where none existed before, not just improved what was already in place.
• Excellent written communication: you can produce an executive update, a stakeholder decision memo, and a practitioner playbook with equal fluency.
• Strong stakeholder management across senior cross-functional partners: you drive results with a balance of urgency and thoughtfulness, and know when to push, when to align, and when to escalate.
• AI expertise: you default to AI tools for synthesis, drafting, analysis, and communications, and you proactively design workflows that help the team move faster and operate at scale.
• Analytical fluency: you can work with data to build a credible narrative, identify patterns across a program portfolio, and make recommendations grounded in evidence.
• A users-first mindset: you obsess over the Stripe employee experience and the operator experience, not just the project/program artifacts.

Preferred Qualifications

• Familiarity with change management frameworks (such as Prosci ADKAR) and judgment about when to apply structured change management vs. lighter-touch approaches.
• Experience building and deploying enablement materials or training resources for cross-functional teams.
• Experience in Total Rewards, People Operations, or an adjacent HR domain.
• Familiarity with PM and collaboration tools (Asana, Jira, or similar).
• Familiarity with Total Rewards or HR systems (such as Workday, equity administration platforms, or benefits administration tools).
• PMP, Lean/Six Sigma, or comparable structured-program training.