Compensation Product Manager – Employee Experience

ServiceTitan

Compensation Product Manager enhancing employee experience with pay processes at ServiceTitan. Overseeing compensation cycles and employee manager touchpoints with data analysis.

Posted 7/6/2026full-timeRemote • California, Connecticut, District of Columbia, Maryland, Massachusetts, New Jersey, New York, Virginia, Washington • 🇺🇸 United StatesMid-LevelSenior💰 $134,500 - $201,700 per yearWebsite

About the role

Key responsibilities & impact

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

What you’ll need

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.

Benefits

Comp & perks

Flextime, recognition, and support for autonomous work: Flexible time off with ample learning and development opportunities to continue growing your career.
Great work is rewarded through Bonusly, peer-nominated awards, and more.
Holistic health and wellness benefits: Company-paid medical, dental, and vision (with 100% employer paid options and 90% coverage for dependents), FSA and HSA, 401k match, and telehealth options including memberships to One Medical.
Support for Titans at all stages of life: Parental leave and support, up to $20k in fertility services (i.e. IUI and IVF), surrogacy, and adoption reimbursement, on demand maternity support through Maven Maternity, free breast milk shipping through Maven Milk, pet insurance, legal advisory services, financial planning tools, and more.

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

Compensation AnalysisBudget ModelingSystem ConfigurationProcess RedesignData Integrity Validation

Soft Skills

Strong CommunicationManager EnablementSentiment Measurement