Compensation Business Partner

Skills this job asks for

About the role

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. As a Compensation Business Partner focused on Broad-Based Compensation, you will be Asana's resident authority on core compensation strategy across the general employee population. You'll own not just the execution of our programs, but the thinking behind them. You'll shape how we position ourselves in the market, evolve our pay philosophy, and drive decisions that affect thousands of Asanas. This is a role for someone who doesn't need a playbook and is equally comfortable setting direction as they are doing the work. This role is based in our San Francisco office with an office-centric hybrid schedule. The standard in-office days are Monday, Tuesday, and Thursday. Most Asanas have the option to work from home on Wednesdays. Working from home on Fridays depends on the type of work you do and the teams with which you partner. If you're interviewing for this role, your recruiter will share more about the in-office requirements. What you’ll achieve 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. About you Demonstrates curiosity about AI tools and emerging technologies, with a willingness to learn and leverage them to enhance producti...

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