About this 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, gro w, 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 dire ction 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 tech