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, grow, and ma ke a meaningful impact . Our work supports Asana’s broader mission: to help humanity thrive by enabling all teams to collabor ate seamlessly and effectively .
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 . Working from home on Fridays d epends 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
• 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.
• Partner with People Partners and Talent Acquisition to evaluate new and evolving roles, establish leveling consistency, and maintain a clean job catalog in Workday.
• 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.
• Develop compensation communication materials and manager toolkits to help employees and leaders understand Asana's programs and pay philosophy.
About you
• Demonstrates curiosity about AI tools and emerging technologies, with a willingness to learn and leverage them to enhance productivity, collaboration, or decision-making .
• 6-8 years of progressive global compensation experience, with a strong foundation in broad-based compensation programs.
• Proven ability to own and run complex compensation cycles (merit, market refresh, pay equity) with minimal oversight.
• 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.
• Consultative mindset with the ability to translate complex data into actionable recommendations for