Asana
Compensation Program Manager
San Francisco
Sponsorship not specified$176k-$200kDetected 8 hours ago
ExcelRecruitingHRISLeadershipCommunicationCollaborationOrganizational Skills
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odds of building a lasting career here
61Sponsors, lottery-bound
Cap-exempt (no lottery)0
Sponsors this role90
Entry-level history0
PERM / green-card track0
Lottery odds (Level IV)94
Fits your clock70
Sponsors, but it's cap-subject — you still face the weighted lottery (~61% per draw at Level IV). Good if you win; have a cap-exempt backup on your list.
Lottery odds assume a STEM candidate.
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About the role
- T his 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.
Responsibilities
- Partner with People Partners and Talent Acquisition to evaluate new and evolving roles, establish leveling consistency, and maintain a clean job catalog in Workday.
- Develop compensation communication materials and manager toolkits to help employees and leaders understand Asana's programs and pay philosophy.
Requirements
- Strong analytical and quantitative skills, with advanced proficiency in spreadsheet tools (e.g., Excel, Google Sheets) and experience building compensation models.
- Experience with Workday Advanced Compensation, Pave, or survey benchmarking tools like Radford, Pave, and Compa.
Compensation
- Lead end-to-end execution of Asana's annual merit and focal review cycle, including modeling budget scenarios, partnering with People Partners on calibration, and ensuring accurate system processing in Workday.
- Own job matching and market pricing across functions using Radford, Pave, and Compa while maintaining salary structures and competitive ranges through regular refresh analysis.
Benefits
- Conduct pay equity analyses across the employee population, identify outliers, recommend corrective actions, and track progress against equity goals to support leadership reporting.
- Serve as a day-to-day compensation advisor to People Partners and Recruiters, providing offer guidance, promotion assessments, and retention recommendations grounded in market data and internal equity.
- Support planning and administration of broad-based equity grants (new hire, refresh, promotion cycles), partnering with Stock Admin on processing and Finance on budget tracking.
- Proven ability to own and run complex compensation cycles (merit, market refresh, pay equity) with minimal oversight.
Company info
- 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.
- To ensure pay is fair and not impacted by biases, we're com mitted to looking at market value which is why we check ourselves and conduct a yearly pay equity audit.
This listing is sourced directly from Asana's careers page and normalized into a canonical job model.