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San Francisco, California, United States
Onsite
Rox Data Corp · San Francisco (in-person only, 5 days a week) · Finance Team
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.
1. Payroll input control and approval
Own the single documented path by which anything enters payroll
Maintain maker/checker separation, a change log and a published cutoff calendar
Review and approve the commission payout file produced by RevOps before it reaches payroll
Own the funding calendar against the PEO debit schedule
2. Non-sales variable compensation
Performance bonuses, referral bonuses, sign-on and relocation
Calculate, document and route for approval; maintain the audit trail
Own the earned-versus-paid accrual file delivered to close
3. Equity administration and payroll tax
Restricted stock administration. Section 83(b) elections and their 30-day statutory deadline, filing evidence retention, and vesting and repurchase schedules
Repurchase rights on termination, exercised within the contractual window
ISO and NSO exercises, including W-2 reporting of disqualifying dispositions
Cash-versus-equity elections and their payroll treatment
Reconciliation between Carta and payroll
Supplemental withholding, multi-state wage bases, and year-end W-2 accuracy
4. Reimbursement and fringe taxability
Own the accountable-plan test under IRC 62(c)
Determine taxability for relocation, commuter benefits above the statutory cap, and meals
Partner with Finance Operations, who processes reimbursements; you decide what lands on a W-2
5. International and EOR administration
Reconcile EOR invoices to the GL and to headcount
Consolidate the current multi-provider EOR footprint
Own the vendor relationship
6. Benefits and census
Annual renewal cycle, plan selection and contribution modeling
Census accuracy, ACA reporting, 401(k) participant data
7. PEO exit readiness
Own the analysis and, when the company decides to move, own the transition
Wage base continuity, state registrations, workers compensation placement, 401(k) plan spin-off
Clear boundaries matter here, so they are stated up front.
AP, AR, collections, expense processing — Finance Operations
Sales commission calculation and QuotaPath administration — Revenue Operations
Month-end close, technical accounting, financial statements — Controller
Recruiting, performance management, employee relations — People team
You approve the commission file. You do not build it.
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 one
You have been through a PEO exit or a payroll platform migration
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
Working comfort with accruals, GL coding and reconciliation — enough to hand a clean file to accounting, not to own the close
CPA
Technical accounting, revenue recognition, or financial statement preparation
People management (this is an individual contributor role at hire)
Base salary: $185,000 to $215,000, depending on depth of equity administration experience
Equity: standard early-stage grant, four-year vest with a one-year cliff. The specific grant is discussed at offer
Benefits: 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.
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.
