Consultant Senior SuccessFactors EC PAYROLL analyzing client needs and implementing technology solutions for HR transformation. Leveraging extensive experience in SAP SuccessFactors and payroll systems for effective client support.
About the role
- Managing the global payroll process from hiring to compliance for PostHog's 300+ employees worldwide. Ensuring accurate and timely payroll administration across multiple countries and regulations.
Responsibilities
- Own the full payroll process for every full-time hire globally, from their first paycheck to their last
- Run our bi-weekly and monthly pay cycles and keep them clean. Edge cases will happen and you'll be the one who sorts them
- Manage our EOR relationships across 20+ countries, including compliance, risk, and keeping on top of the constant changes that come with a global workforce
- Own our benefits packages and make sure they're competitive and compliant in every country we operate in
- Work with the GTM team to pay commissions accurately every quarter. If you've helped design commission structures before, we'd love your input on ours
- Help team members understand what Tender Offers mean for their pay. These matter a lot to people and they deserve clear, accurate answers
- Automate as much of this as possible. The goal is a payroll function that works at 500 people without five times the manual work
Requirements
- You've managed payroll at a remote company, ideally using Deel, Rippling, or Remote.com. We also use BambooHR for US payroll
- You've worked with US payroll and payroll in at least one EU country like Germany, Spain, or the Netherlands
- You're comfortable being the person everyone comes to with payroll questions
- Nice to have: Set up payroll in a new country from scratch
- Designed or administered commission plans for a GTM team
- Helped employees through a Tender Offer or secondary sale
Benefits
- Transparency: Everyone can read about our roadmap, how we pay (or even let go of) people, our strategy, and how we work, in our public company handbook. Internally, we share revenue, notes and slides from board meetings, and fundraising plans, so everyone has the context they need to make good decisions.
- Autonomy: We don’t tell anyone what to do. Everyone chooses what to work on next based on what's going to have the biggest impact on our customers, and what they find interesting and motivating to work on. Engineers lead product teams and make product decisions. Teams are flexible and easy to change when needed.
- Shipping fast: Why not now? We want to build a lot of products; we can't do that shipping at a normal pace. We've built the company around small teams – autonomous, highly-efficient groups of cracked engineers who can outship much larger companies because they own their products end-to-end.
- Time for building: Nothing gets shipped in a meeting. We're a natively remote company. We default to async communication – PRs > Issues > Slack. Tuesdays and Thursdays are meeting-free days, and we prioritize heads down building time over perfect coordination. This will be the most productive job you've ever had.
- Ambition: We want to solve big problems. We strongly believe that aiming for the best possible upside, and sometimes missing, is better than never trying. We're optimistic about what's possible and our ability to get there.
- Being weird: Weird means redesigning an already world-class website for the 5th time. It means shipping literally every product that relates to customer data. It means building an objectively unnecessary developer toy with dubious shareholder value. Doing weird stuff is a competitive advantage. And it's fun.
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