Equity Compensation and Payroll Lead

Review and approve the commission payout file produced by RevOps before it reaches payroll

Own the funding calendar against the PEO debit schedule

2. Non-sales variable compensation

Performance bonuses, referral bonuses, sign-on and relocation

Calculate, document and route for approval; maintain the audit trail

Own the earned-versus-paid accrual file delivered to close

3. Equity administration and payroll tax

Restricted stock administration. Section 83(b) elections and their 30-day statutory deadline, filing evidence retention, and vesting and repurchase schedules

Repurchase rights on termination, exercised within the contractual window

ISO and NSO exercises, including W-2 reporting of disqualifying dispositions

Cash-versus-equity elections and their payroll treatment

Reconciliation between Carta and payroll

Supplemental withholding, multi-state wage bases, and year-end W-2 accuracy

4. Reimbursement and fringe taxability

Own the accountable-plan test under IRC 62(c)

Determine taxability for relocation, commuter benefits above the statutory cap, and meals

Partner with Finance Operations, who processes reimbursements; you decide what lands on a W-2

5. International and EOR administration

Reconcile EOR invoices to the GL and to headcount

Consolidate the current multi-provider EOR footprint

Own the vendor relationship

6. Benefits and census

Annual renewal cycle, plan selection and contribution modeling

Census accuracy, ACA reporting, 401(k) participant data

7. PEO exit readiness

Own the analysis and, when the company decides to move, own the transition

Wage base continuity, state registrations, workers compensation placement, 401(k) plan spin-off

What you will not own

Clear boundaries matter here, so they are stated up front.

AP, AR, collections, expense processing — Finance Operations

Sales commission calculation and QuotaPath administration — Revenue Operations

Month-end close, technical accounting, financial statements — Controller

Recruiting, performance management, employee relations — People team

You approve the commission file. You do not build it.

Requirements

Must have

Payroll tax mechanics at depth. Multi-state withholding and wage bases, supplemental rates, quarterly and annual filings, and what changes when a company leaves a PEO.

Equity administration across the full instrument set. Restricted stock and 83(b) mechanics, ISO versus NSO treatment and disqualifying dispositions, vesting and repurchase schedules, and reconciliation between a cap table system and payroll. You have administered more than one instrument type, and can steward an existing book while standing up a new one.

Fringe benefit and accountable-plan taxability. You can explain the three-part test and apply it to a relocation package without looking it up.

Controls instinct. You have designed or materially improved a payroll approval workflow. You do not process a file simply because someone sent it.

8+ years in payroll operations, stock plan administration, or a blended People/Finance operations role at a company that grew through the 100 to 300 employee range. Two prerequisites within that:

You have designed a payroll approval workflow, not only operated one

You have been through a PEO exit or a payroll platform migration

Strongly preferred

CPP (Certified Payroll Professional) or CEP (Certified Equity Professional)

Direct experience with a PEO exit or a payroll platform migration

Carta or equivalent cap table administration

Working comfort with accruals, GL coding and reconciliation — enough to hand a clean file to accounting, not to own the close

Not required

CPA

Technical accounting, revenue recognition, or financial statement preparation

People management (this is an individual contributor role at hire)

Role Structure

Base salary: $185,000 to $215,000, depending on depth of equity administration experience

Equity: standard early-stage grant, four-year vest with a one-year cliff. The specific grant is discussed at offer

Benefits: medical, dental and vision through the company plan; 401(k)

Reports to the Head of Finance. Deliberately organized outside AP/AR so that payroll initiation and vendor disbursement never sit in the same seat.

In person in the San Francisco office, five days a week. This is a company-wide Rox policy and is not negotiable.

How to apply

Send a short note describing a payroll or equity process you designed or fixed, and what broke before you fixed it. We care more about that than a cover letter.

Benefits

• Medical, dental, and vision — including 100% company-paid plans for you and eligible dependents

• Company-paid life & AD&D, plus short- and long-term disability

• 401(k) with automatic enrollment

• Unlimited PTO, plus paid sick leave, company holidays, and bereavement

• Up to 20 weeks of paid parental leave at 100% pay (birth, adoption, or foster)

• Wellness stipend: $375/quarter

Learning stipend: up to $2,000/year

• Internet & cell phone stipend: $25/month

• Mental health support, virtual care, and care navigation

• Fertility & family-building support, plus backup care membership

• Pre-tax commuter benefits (transit & parking)

• SF HQ: daily catered breakfast & lunch, meal allowances, and rideshare support when commuting to the office