Equity Compensation and Payroll Lead

Equity Compensation And Payroll Lead Rox Data Corp San Francisco (in-person only, 5 days a week) Finance Team Why this role exists Rox runs payroll for over 100 US employees through a Justworks PEO, plus an India team on EOR, and pays out variable compensation across several plan types every month. Today that work is split across three outsourced providers and one internal person, with no single owner. We have grown to a size where equity administration requires an owner as well. We are hiring one person to own payroll, variable compensation and equity operations end to end: the determinations, the controls and the calendar. This is a Finance role, not an HR administration role, and not an accounting role. What You Will Own Payroll input control and approvalOwn the single documented path by which anything enters payrollMaintain maker/checker separation, a change log and a published cutoff calendarReview and approve the commission payout file produced by RevOps before it reaches payrollOwn the funding calendar against the PEO debit schedule Non-sales variable compensationPerformance bonuses, referral bonuses, sign-on and relocationCalculate, document and route for approval; maintain the audit trailOwn the earned-versus-paid accrual file delivered to close Equity administration and payroll taxRestricted stock administration. Section 83(b) elections and their 30-day statutory deadline, filing evidence retention, and vesting and repurchase schedulesRepurchase rights on termination, exercised within the contractual windowISO and NSO exercises, including W-2 reporting of disqualifying dispositionsCash-versus-equity elections and their payroll treatmentReconciliation between Carta and payrollSupplemental withholding, multi-state wage bases, and year-end W-2 accuracy Reimbursement and fringe taxabilityOwn the accountable-plan test under IRC 62(c)Determine taxability for relocation, commuter benefits above the statutory cap, and mealsPartner with Finance Operations, who processes reimbursements; you decide what lands on a W-2 International and EOR administrationReconcile EOR invoices to the GL and to headcountConsolidate the current multi-provider EOR footprintOwn the vendor relationship Benefits and censusAnnual renewal cycle, plan selection and contribution modelingCensus accuracy, ACA reporting, 401(k) participant data PEO exit readinessOwn the analysis and, when the company decides to move, own the transitionWage 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 OperationsSales commission calculation and QuotaPath administration — Revenue OperationsMonth-end close, technical accounting, financial statements — ControllerRecruiting, 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 oneYou 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 migrationCarta or equivalent cap table administrationWorking comfort with accruals, GL coding and reconciliation — enough to hand a clean file to accounting, not to own the close Not Required CPATechnical accounting, revenue recognition, or financial statement preparationPeople management (this is an individual contributor role at hire) Role Structure Base salary: $185,000 to $215,000, depending on depth of equity administration experienceEquity: standard early-stage grant, four-year vest with a one-year cliff. The specific grant is discussed at offerBenefits: 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.