Job Description

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. Our work supports Asana’s broader mission: to help humanity thrive by enabling all teams to collaborate seamlessly and effectively.

We are looking for an experienced Compensation Partner with deep expertise in annual compensation cycle management, job architecture, and global salary structures to join our growing Total Rewards team. This role will drive core compensation programs and initiatives that ensure our pay practices are equitable, competitive, and scalable across geographies and departments.

In this role, you will manage compensation program logistics end-to-end—from annual planning tools and workflows to survey submission processes and audit documentation. You will bring a systems-thinking mindset and thrive in environments that require precision, iteration, and collaboration across multiple stakeholders.

This role is based in our San Francisco office with an office-centric hybrid schedule. Along with most Asanas, you’ll work from this office in person on Mondays, Tuesdays, and Thursdays. Most Asanas have the option to work from home on Wednesdays and Fridays. If you're interviewing for this role, your Talent Acquisition Partner will share more about the in-office requirements.

What you’ll achieve

Annual & Promotion Compensation Cycle Management

• Lead the end-to-end planning and execution of the annual compensation review cycle (merit, equity), including calendar development, budget analysis, Workday tool readiness, reporting, communications, and stakeholder training.
• Partner with People Partners, Performance and Workday teams along with the People Project Management Office to ensure smooth and timely delivery of compensation reviews globally.
• Develop and deliver data-driven insights and post-cycle reporting to inform compensation strategies and future planning.

Role Architecture & Leveling

• Maintain and evolve the company's global role architecture, ensuring alignment with business needs, internal equity, and external market benchmarks.
• Guide design efforts through job mapping, titling conventions, and career framework development.
• Partner with People Partner and Talent teams to embed the architecture into hiring, promotions, and development practices.

Global Salary Range Management

• Design and maintain global salary structures and geographic pay differentials using external benchmarking tools and internal analytics.
• Conduct periodic market assessments to keep pay ranges competitive and aligned with our compensation philosophy.
• Ensure salary ranges are applied consistently and transparently across functions and regions.

Cross-Functional Compensation Work

• Provide compensation consulting support to People Partners and Talent Acquisition, including offer recommendations, promotion assessments, and retention planning.
• Conduct market pricing, pay equity analysis, and compensation benchmarking using tools such as Radford and Compa.
• Ensure alignment of compensation programs with internal job architecture and leveling frameworks.
• Drive process optimization and automation efforts that enhance efficiency and reduce errors in compensation delivery.
• Ensure data integrity across compensation systems and provide technical guidance during audits, SOX reviews, and compensation reporting cycles.

About You

• 6+ years of experience in compensation or total rewards, with a strong focus on program operations and systems.
• Deep technical expertise in Excel/Google Sheets, data modeling, and compensation tools.
• Experience with Workday Advanced Compensation
• Proven success building and scaling compensation processes and tools in a global, fast-paced environment.
• Strong project management skills, with the ability to lead complex initiatives with multiple stakeholders.
• High attention to detail and a commitment to data integrity and compliance.
• Ability to translate technical data and systems knowledge into practical tools and processes.
• Collaborative and solutions-oriented mindset, with a drive to improve and streamline operations.

At Asana, we're committed to building teams that include a variety of backgrounds, perspectives, and skills, as this is critical to helping us achieve our mission. If you're interested in this role and don't meet every listed requirement, we still encourage you to apply.

What we’ll offer

Our comprehensive compensation package plays a big part in how we recognize you for the impact you have on our path to achieving our mission. We believe that compensation should be reflective of the value you create relative to the market value of your role. To ensure pay is fair and not impacted by biases, we're committed to looking at market value which is why we check ourselves and conduct a yearly pay equity audit.

For this role, the estimated base salary range is between $176,000 - $200,000. The actual base salary will vary based on various factors, including market and individual qualifications objectively assessed during the interview process. The listed range above is a guideline, and the base salary range for this role may be modified.

In addition to base salary, your compensation package may include additional components such as equity, sales incentive pay (for most sales roles), and benefits. If you're interviewing for this role, speak with your Talent Acquisition Partner to learn more about the total compensation and benefits for this role.

About us

Asana helps teams orchestrate their work, from small projects to strategic initiatives. Millions of teams around the world rely on Asana to achieve their most important goals, faster.

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