Business Partner

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.

• 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.

• Demonstrates curiosity about AI tools and emerging technologies, with a willingness to learn and leverage them to enhance productivity, collaboration, or decision-making.

• 8-10+ years of progressive global compensation experience, with deep expertise in broad-based compensation programs.

• Proven ability to set strategic direction and run complex programs independently, with a track record of operating without a defined playbook.

• Trusted thought partner to VP-level and above stakeholders, with strong ability to influence without authority.

• Expertise in program design, not just execution: you have shaped pay philosophy, built salary structures, and led job architecture initiatives.

• Strong analytical and quantitative skills, with advanced proficiency in Excel/Google Sheets and hands‑on experience building compensation models.

• Experience with Workday Advanced Compensation and survey tools including Radford, Pave, or Compa.

• Excellent communication skills with the ability to distill complex analyses into clear narratives for business leaders and employees.

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.

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…