[All remote jobs](https://jobicy.com/jobs.md)Open role[![Hopper logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2020/10/WRILS-201020164254-931520.jpg)](https://jobicy.com/company/hopper.md)Remote opportunity at[Hopper](https://jobicy.com/company/hopper.md) # Senior Manager, Global Payroll Systems & Equity Operations Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/hopper.md)Share25 Aug 2026Published50Listing views3Application actions24 Sep 2026Apply before Opportunity details ## About this role. AI SummaryHopper is seeking a senior player-coach to modernize global payroll systems and employee equity operations across employees, contractors, EORs, PEOs, and local payroll providers. The role owns payroll operating-model design, automation, controls, compliance, audit readiness, and complex tax and equity issue resolution. It also manages a small remote team while partnering closely with HR Technology, IT, and Finance on platform consolidation and data reliability. Success depends on deep multi-country payroll expertise, Shareworks equity administration experience, and the ability to convert manual processes into scalable, measurable workflows. The position is remote in the United Kingdom, including London. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThis is a high-stakes global operations leadership role combining payroll, equity administration, tax, systems integration, and financial controls. The incumbent must lead transformation while remaining hands-on with complex exceptions across multiple jurisdictions and stakeholders. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job medianHighly competitive$192,500US market range$165k–$220k0$242k AI insightNo actual salary range is disclosed; "competitive salary" is not sufficient to extract candidate compensation. The figures shown are estimated annual USD base-salary benchmarks for the US market for a Senior Manager leading global payroll systems and equity operations in a high-growth technology company; actual UK compensation may differ materially by location, employer-of-record structure, and equity mix. ## Core skills Skills and capabilities most closely associated with this opportunity. [Global payroll operations](https://jobicy.com/jobs?search_keywords=Global%20payroll%20operations.md)[Multi-country payroll](https://jobicy.com/jobs?search_keywords=Multi-country%20payroll.md)[Equity administration](https://jobicy.com/jobs?search_keywords=Equity%20administration.md)[Shareworks](https://jobicy.com/jobs?search_keywords=Shareworks.md)[HRIS integrations](https://jobicy.com/jobs?search_keywords=HRIS%20integrations.md)[Payroll automation](https://jobicy.com/jobs?search_keywords=Payroll%20automation.md)[EOR and PEO management](https://jobicy.com/jobs?search_keywords=EOR%20and%20PEO%20management.md)[Payroll compliance](https://jobicy.com/jobs?search_keywords=Payroll%20compliance.md)[Financial controls](https://jobicy.com/jobs?search_keywords=Financial%20controls.md)[Audit readiness](https://jobicy.com/jobs?search_keywords=Audit%20readiness.md) Sample interview questionsHow have you standardized payroll operations across countries with a mix of local providers, EORs, and PEOs?I begin by mapping each country’s payroll inputs, approval points, provider obligations, and statutory deadlines. I then establish a common global control framework, standardized data definitions, processing calendars, and exception-management routines while preserving local compliance requirements. This creates visibility and consistency without forcing inappropriate one-size-fits-all processes. Describe an automation initiative that reduced payroll risk or manual effort. In a prior transformation, I mapped recurring employee-data handoffs between the HRIS, payroll vendors, and Finance, then prioritized integrations based on risk and volume. We automated validated changes, created exception queues for nonstandard cases, and added reconciliation reporting. The result was fewer manual uploads, faster close cycles, and a clearer audit trail for every material change. What controls would you put in place for equity grant administration in Shareworks? I would implement documented grant approval workflows, role-based access, standardized grant-data templates, and segregation of duties between request, approval, and execution. Regular reconciliations among Shareworks, HRIS, payroll, legal, and Finance records would identify discrepancies early. I would also maintain clear calendars for vesting, tax events, reporting, and employee communications. How do you address a complex payroll or equity tax issue that affects multiple stakeholders? I first define the facts, affected populations, deadlines, and potential financial exposure, then bring together the appropriate payroll, tax, legal, HR, and provider contacts. I document the decision path, validate local requirements with qualified experts, and communicate a concise action plan with owners and timelines. After resolution, I update controls or process documentation so the issue is less likely to recur. How would you lead a small remote team while remaining hands-on in operations? I set explicit ownership, service levels, quality metrics, and escalation paths so the team understands both expected outcomes and decision boundaries. Regular operating reviews focus on exceptions, controls, workload, and improvement priorities rather than status alone. I stay close enough to complex work to coach effectively, but delegate routine ownership to build capability and avoid becoming a bottleneck. ### About the Role As the Senior Manager of Global Payroll Systems & Equity Operations at HTS, you will serve as a player-coach reporting to the Head of People Operations & Workforce Technology to modernize and scale our workforce compensation infrastructure. Sitting on the leadership team, your mandate is to transition the function away from manual, multi-vendor handoffs into an automated, highly scalable operating model that maximizes systemic efficiency without proportional headcount growth. This high-visibility role uniquely blends global cross-functional system design with hands-on execution to directly mitigate operational and financial risk.. ### What would your day-to-day look like * Own the end-to-end global payroll operating model across employees, contractors, EORs, PEOs, and local providers. * Manage and develop a team of 2–3 direct reports while maintaining execution discipline and high operational standards. * Lead the operational administration of employee equity in Shareworks, covering grant processing, data updates, and multi-department reconciliation. * Identify and implement automation workflows to minimize manual data transfers, recurring exceptions, and data friction. * Partner with HR Technology, IT, and Finance to drive payroll platform consolidations and maximize system reliability. * Strengthen compliance protocols, payroll controls, and documentation to protect the business from financial exposure and ensure audit readiness. * Establish clear processing calendars, accountability metrics, and data scorecards to measure function accuracy and capacity gains. * Step into complex tax, equity, and market-specific payroll challenges to drive swift cross-functional resolution. ### An ideal candidate has * Global Payroll Leadership: Proven experience managing multi-country payroll operations, specifically navigating EOR, PEO, and local provider frameworks. * Equity Administration Expertise: Direct familiarity handling equity platforms like Shareworks, including managing grant lifecycles and complex equity tax coordination. * Systems & Automation Focus: A strong track record of designing HRIS integrations, optimizing workflows, and intentionally removing manual touchpoints from financial operations. * Controls & Compliance Rigor: Deep knowledge of payroll controls, financial audit readiness, and tax implications within a high-growth technology or fintech corporate structure. * Player-Coach Capability: The demonstrated capability to manage and upskill a remote operational team while simultaneously acting as a hands-on technical expert. * Commercial & Analytical Mindset: The ability to convert complex operational patterns into clear, data-driven decisions that improve company-wide scaling efficiency ### Benefits * Well-funded and proven startup with large ambitions, competitive salary, upsides of pre-IPO equity packages. * Hopper covers 100% of the premiums for the employee for a group insurance plan through Vitality Health. * Automatic contributions when you start with Hopper through Smart Pension. * Please ask us about our very generous parental leave, much above industry standards!. * Access to co-working space on demand through FlexDesk AND Work-from-home stipend. * Carrot Cash travel stipend. * Unlimited PTO. * Entrepreneurial culture where pushing limits and taking risks is everyday business. * Open communication with management and company leadership. * Small, dynamic teams = massive impact. More about Hopper At Hopper, we are on a mission to become the leading travel platform globally – powering Hopper’s mobile app, website and our B2B business, HTS (Hopper Technology Solutions). By leveraging massive amounts of data and advanced machine learning algorithms, Hopper combines its world-class travel agency offering with proprietary fintech products to bring transparency, flexibility and savings to travelers globally. We have developed several unique fintech solutions that address everything from pricing volatility to trip disruptions – helping people travel better and save more on their trips. The Hopper platform serves hundreds of millions of travelers globally and continues to capture market share around the world. he Hopper app has been downloaded over 120 million times and has become largely popular among younger travelers – with 70% of its users being Gen Z and millennials. While everyone knows us as the Gen Z and Millennial travel app, Hopper has evolved to become much more than that. In recent years, we’ve grown into a travel fintech provider, commerce platform, and global travel agency that powers some of the world’s largest brands. Through HTS, our B2B division, the company supercharges its partners’ direct channels by integrating our fintech products on their sites or powering end-to-end travel portals. Today, our partners include leading travel brands like Capital One, Nubank, Air Canada, and many more. Here are just a few stats that demonstrate the company’s recent growth: Billions of dollars worth of travel and travel fintech are sold through Hopper and HTS’ channels every year. Our fintech products – including Cancel for Any Reason and Flight Disruption Assistance – have exceptionally strong CSAT because the terms are always clear, and customers receive instant, no-questions-asked resolutions. Almost 30% of our app customers purchase at least one fintech product when making a booking; and consumers are 1.6x more likely to repurchase if they add fintech to their booking vs if they booked just travel. Given the success of its fintech products, Hopper launched a B2B initiative, HTS (Hopper Technology Solutions), which represents more than 75% of the business. Through HTS, any travel provider (airlines, hotels, banks, travel agencies, etc.) can integrate and seamlessly distribute Hopper’s fintech or travel inventory on their direct channels. As its first HTS partnership, the company partnered with Capital One to co-develop Capital One Travel, a new travel portal designed specifically for cardholders. Other HTS partners include Air Canada, Uber, CommBank, Nubank, Flair Airlines and many more. Hopper has been named the #1 most innovative company in travel by Fast Company Hopper has been downloaded over 120 million times and continues to have millions of new installs each month. Hopper is now the #3 largest online travel agencies in North America and 70% of our app customers are Gen-Z and millennials travelers. Hopper has raised over $750 million USD of private capital and is backed by some of the largest institutional investors and banks in the world. HTS is primed to continue its growth as the leading travel ecommerce provider in a $1 trillion online shopping category. The Hopper app and website will also continue to be the preferred travel provider for Gen Z and Millennials. Come take off with us! At Hopper, we leverage AI-driven tools to assist our team in efficiently reviewing applications. These tools help us assess qualifications fairly and objectively. By submitting your application, you acknowledge the use of these automated screening technologies. #LI-REMOTE Show more [Apply now >](https://jobicy.com/jobs/151534-senior-manager-global-payroll-systems-equity-operations.md) > Annual salary information is not provided for this position. 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