Human Capital Management (HCM) Strategy, Sr. Product Management, Vice President

Goldman Sachs•New York, NY

About The Position

Our division recruits, develops and rewards the people of Goldman Sachs. Our teams advise, design and implement strategies, processes and technologies that help our people advance professionally, drive productivity and help the firm and our clients achieve superior results. We look for individuals with strong problem solving and analytical skills, innovative thinking and intellectual curiosity who want to make an impact on the success of the firm’s most valuable asset, our people. Summary: Our HCM Strategy team is seeking a Vice President to serve as the executive product leader for the Rewards pillar of our global HCM platform ecosystem. This is a senior leadership role designed for a compensation product expert with 10+ years of progressive experience driving large-scale, enterprise-wide rewards technology strategy. You will own the product vision, roadmap, and delivery lifecycle for all compensation-related platforms and solutions — encompassing base pay architecture, variable compensation, equity programs, deferred compensation, and carried interest (carry) structures — while embedding automation, market benchmarking intelligence, and AI-driven insights into the firm's compensation infrastructure. This role demands a combination of deep technical fluency, executive stakeholder influence, platform delivery mastery, and proven people leadership. You will serve as the authoritative voice on compensation product strategy, partnering with HCM leadership, Finance, Legal, and Technology to ensure our rewards ecosystem is scalable, compliant, and competitive. You will also serve as a builder, transformer, and talent multiplier — having demonstrated the ability to launch products from the ground up, lead digital transformations, and grow high-performing product management teams.

Requirements

Bachelor's degree in Business Administration, Human Resources, Computer Science, Finance, or a closely related field. Advanced degree (MBA, MS) strongly preferred.
Minimum of 10+ years of progressive, senior-level experience in product management, with a demonstrated focus on compensation, rewards, or HCM technology within financial services or a similarly complex, regulated environment.
Deep subject matter expertise in compensation, including experience with: Annual and off-cycle compensation planning cycles, pay component design, equity compensation, deferred compensation, carried interest programs, and administration workflows.
Proven track record of leading full-lifecycle compensation platform implementations, including requirements definition, vendor selection, configuration, UAT, and go-live.
Demonstrated expertise in compensation benchmarking automation, including experience with survey data vendors and automated data ingestion and job-matching workflows.
Proven experience leading digital transformation programs that retired legacy compensation processes and delivered measurable efficiency, accuracy, and scalability improvements.
Demonstrated ability to build products from 0 to 1, including greenfield platform launches and net-new capability development in compensation or rewards technology.
Proven people management experience, including direct management, mentorship, and upskilling of product managers at varying levels of seniority.
Exceptional executive-level written and verbal communication skills, with the ability to influence senior stakeholders and present complex compensation and technology concepts with clarity and authority.

Nice To Haves

Experience with enterprise HCM and compensation platforms such as Oracle HCM Cloud.
Familiarity with equity administration platforms.
Experience with deferred compensation administration platforms and carry/partnership interest tracking tools used in asset management or private equity contexts.
Agile Product Owner, Scrum Master, or equivalent product management certification.
Demonstrated experience building and scaling product management centers of excellence (CoE) or capability uplift programs within large organizations.

Responsibilities

Define and own the multi-year product roadmap for the Rewards pillar, including compensation planning, pay delivery, equity lifecycle, deferred compensation, and carry program administration.
Serve as the executive product authority on compensation technology, translating complex rewards frameworks into scalable platform capabilities.
Continuously scan the competitive landscape and emerging HCM technology trends to drive innovation into the rewards product strategy.
Develop and present leadership-ready business cases, including ROI modeling, total cost of ownership (TCO) analysis, and strategic KPIs for all major compensation platform investments.
Lead end-to-end digital transformation initiatives across the Rewards technology landscape, retiring legacy tools and processes in favor of modern, integrated, and intelligent platform solutions.
Drive digitization of processes – converting manual workflows into automated digital processes.
Demonstrate a proven track record of building compensation products and capabilities from 0 to 1 — including greenfield platform builds and net-new feature development.
Establish target-state architecture for the Rewards technology ecosystem.
Champion the adoption of AI and machine learning capabilities within compensation workflows.
Lead, manage, and mentor a team of product managers across the Rewards pillar, providing hands-on coaching, structured career development frameworks, and ongoing performance guidance.
Drive an upskilling agenda for product management talent, designing and delivering training programs, playbooks, and communities of practice that elevate product management capability.
Act as a leader and internal advocate for product management best practices, establishing standards for roadmap governance, backlog management, stakeholder communication, and product metrics.
Lead end-to-end compensation platform implementations, from vendor evaluation and selection through configuration, testing, change management, and hypercare.
Champion the automation of compensation data workflows, including market benchmarking data ingestion, job architecture mapping, salary range modeling, and pay equity analytics.
Drive integration strategy between compensation platforms and adjacent systems including payroll, HRIS, finance, and equity administration tools.
Establish and govern benchmarking data pipelines.
Partner with HCM, Finance, Legal, Tax, and Technology leadership to align compensation product capabilities with firm-wide rewards philosophy and regulatory requirements.
Lead executive-level stakeholder engagement, including presenting roadmap updates, investment proposals, and delivery outcomes to senior leadership and governance committees.
Uphold standards for data privacy, compliance, and governance across compensation platforms and data flows, including adherence to applicable SEC, ERISA, and international regulations.
Strategically manage vendor relationships across the compensation technology ecosystem, including contract negotiation, SLA oversight, and long-term partnership governance.