Senior Product Manager, Payroll Platform
New
B
BambooHRHR and payroll software
Location: Utah | Remote. This is a remote position available in the state listed on this job.Full-TimeManager
Salary not disclosed
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Job Details
- Experience
- 5+ years of product management experience.
- Required Skills
- Product ManagementRESTful APIs
Requirements
- Have 5+ years of product management experience.
- Bring HCM, payroll, or payroll-adjacent platform experience; this is strongly preferred.
- Have coordinated with downstream consumers at scale, including dozens of teams reading one system's contracts.
- Apply rollout discipline, including parallel runs, instant rollback, user acceptance testing, and release trains.
- Be able to discuss database schemas, APIs, and migration mechanics with engineers as a peer.
- Be comfortable working in regulated, sensitive-data domains and treating compliance counterparts as partners.
- Measure before asserting and document decisions in domains with inherited assumptions.
- Flag risks before deadlines.
Responsibilities
- Own the modernization of payroll platforms, deciding what moves from legacy operational tools and sequencing each step to protect payroll.
- Price the costs and risks of keeping legacy systems running, including support escalations, manual fixes, and missed pay dates.
- Own the product direction for the payroll data-model redesign with payroll engineering leadership, including evaluating event-driven streaming against full resynchronization.
- Validate payroll data models against the company's canonical entity models using real client examples.
- Own access and audit discipline for payroll systems, including permission granularity, least-privilege exceptions, deny-by-default rollouts, and feature-flag discipline.
- Coordinate with security and build on existing platform methods for recording who did what.
- Own payroll data-retention positions, relevant regulatory changes, and the audit interface with governance, risk, and compliance.
- Test assumptions about payroll systems, document their limits and latency curves, and publish findings for leadership.
- Run quarterly payroll roadmap reviews, provide weekly written leadership updates, and coordinate operational readiness with payroll services.
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