Equity Compensation and Payroll Lead

Rox Data Corp•San Francisco, CA

3d•$185,000 - $215,000•Onsite

About The Position

Rox Data Corp is seeking an Equity Compensation and Payroll Lead to own payroll, variable compensation, and equity operations end-to-end. This is a Finance role responsible for determinations, controls, and calendar management. The role involves managing payroll for US employees through a PEO and an India population on EOR, as well as monthly variable compensation payouts. Equity administration currently lacks a dedicated owner. The successful candidate will establish a single documented path for payroll input, maintain controls, review commission payouts, manage the funding calendar, calculate and document non-sales variable compensation, handle equity administration and payroll tax, manage reimbursement and fringe taxability, oversee international EOR administration, and manage benefits and census data. The role also includes preparing for a PEO exit. This position is distinct from AP/AR, sales commission calculation, month-end close, and HR functions.

Requirements

Deep understanding of payroll tax mechanics, including multi-state withholding and wage bases, supplemental rates, quarterly and annual filings, and changes upon PEO exit.
Extensive equity administration experience across multiple instrument types (restricted stock, 83(b) mechanics, ISO/NSO treatment, disqualifying dispositions, vesting and repurchase schedules, cap table reconciliation).
Proficiency in fringe benefit and accountable-plan taxability, including the three-part test.
Strong controls instinct, with experience designing or improving payroll approval workflows.
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.
Experience designing a payroll approval workflow.
Experience through a PEO exit or a payroll platform migration.

Nice To Haves

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 experience.
Working comfort with accruals, GL coding, and reconciliation sufficient to provide a clean file to accounting.

Responsibilities

Own payroll input control and approval, including maintaining maker/checker separation, a change log, and a published cutoff calendar.
Review and approve the commission payout file produced by RevOps.
Own the funding calendar against the PEO debit schedule.
Calculate, document, and route for approval non-sales variable compensation (performance bonuses, referral bonuses, sign-on and relocation), maintaining the audit trail.
Own the earned-versus-paid accrual file delivered to close.
Manage restricted stock administration, including Section 83(b) elections, filing evidence retention, vesting and repurchase schedules, repurchase rights on termination, and ISO/NSO exercises with W-2 reporting.
Handle cash-versus-equity elections and their payroll treatment.
Reconcile between Carta and payroll.
Manage supplemental withholding, multi-state wage bases, and year-end W-2 accuracy.
Own the accountable-plan test under IRC 62(c).
Determine taxability for relocation, commuter benefits above the statutory cap, and meals, deciding what lands on a W-2.
Reconcile EOR invoices to the GL and to headcount.
Consolidate the current multi-provider EOR footprint.
Own the vendor relationship for EOR administration.
Manage the annual renewal cycle for benefits, plan selection, and contribution modeling.
Ensure census accuracy and manage ACA reporting and 401(k) participant data.
Own the analysis and transition for PEO exit readiness, including wage base continuity, state registrations, workers compensation placement, and 401(k) plan spin-off.