Project Manager, Global Expansion
Stripe•6h ago
United StatesRemoteFull-timeMid Level7+ yrs exp
H-1B sponsor
Top focus
Project Manager
- Who we are
- About Stripe
- Stripe is a financial infrastructure platform for businesses. Millions of companies - from the world’s largest enterprises to the most ambitious startups - use Stripe to accept payments, grow their revenue
- accelerate new business opportunities. Our mission is to increase the GDP of the internet
- we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone's reach while doing the most important work of your career.
- About the team
- The Total Rewards Strategy & Enablement (TR S&E) team translates people strategy into business impact, building the infrastructure, programs
- systems that make Total Rewards work at scale. We're a small, high-leverage team that bridges strategy and execution, partnering with People leadership and cross-functional teams across Finance, Legal
- the business to turn ambiguous problems into durable programs.
- What you’ll do
- Stripe's growth strategy depends on operating in more countries, expanding into new products and licenses
- integrating companies that extend what Stripe can offer. The businesses that depend on Stripe
- the customers they serve, grow when Stripe grows. Every new country, product launch
- acquisition requires building People infrastructure that doesn't yet exist. Regulatory compliance, employee experience
- hitting business deadlines all depend on getting it right.
- We're hiring a Project Manager, Global Expansion to own the People side of Stripe's most operationally complex moves: new entity formations, geographic expansions
- mergers and acquisitions (M&A) integrations, end to end, in close partnership with People, Legal, Tax, Finance
- Payroll. Each project means building employment infrastructure where none exists (payroll, statutory benefits, equity registration, compliance systems
- operational handoffs across a dozen functional owners) on hard deadlines, with no disruption to the people it directly affects. You'll turn ambiguous, multi-stakeholder decisions into structured programs that hold up under regulatory scrutiny and at scale. This is a high-leverage, highly cross-functional individual contributor role for someone who builds from 0 to 1 and thrives where programs, systems
- Responsibilities
- Own end-to-end project management for entity employment readiness, including intake and scoping, requirements gathering, readiness gates, cross-functional approvals
- go-live and post-go-live handoff to People, Legal
- Lead communications and change management across every entity lifecycle event, from kick-off briefings for executive sponsors and functional leads through employee-facing notifications before system cutover, ensuring every impacted audience has the right information at the right time
- Lead entity-related workstreams in mergers and acquisitions (M&A) integrations, advising on retain/merge/wind-down decisions, managing employer-of-record to entity transitions
- ensuring entity timelines are reflected in broader deal plans
- Serve as the primary coordination point across People functions (Total Rewards, People Systems, People Operations) and cross-functional leads (Payroll, Tax, Legal, Finance & Strategy, Treasury), aligning workstreams, driving decisions
- holding accountability against program timelines
- Partner with cross-functional stakeholders to anticipate and manage the full implications of entity lifecycle events before they create downstream risk
- proactively surface dependencies, resolve blockers, and escalate where needed
- Build and continuously improve the infrastructure that makes entity management and employment readiness scalable: intake forms, project plan templates, handoff checklists, standard operating procedures (SOPs) and playbooks for common jurisdictions, compliance trackers
- retrospective documentation that feeds back into process improvements after each go-live
- Serve as the connective tissue across functional owners , surfacing cross-entity patterns, systemic risks, and program coverage gaps
- support People leadership with structured analysis and reporting on portfolio health and entity-specific program decisions
- Who you are
- We're looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement.
- Minimum requirements
- 7+ years of program / operations management experience, including at least 3 years driving multi-stakeholder, cross-functional programs end to end
- Demonstrated experience in at least one of: Total Rewards (benefits, compensation, equity, talent mobility), Mergers & Acquisitions, People or Legal Operations, or People transformation programs at a global company
- A strong track record of taking ambiguous, multi-jurisdictional problems and converting them into structured, repeatable programs — ideally in a scaling environment where you built from 0 to 1
- Excellent written communication: you can produce a 1-page exec update, a stakeholder-tailored decision memo, and a step-by-step operator playbook with equal fluency
- Strong stakeholder management across senior cross-functional partners (Legal, Tax, Finance, People Systems); you know when to push, when to align, and when to escalate
- Comfort with data and systems — Workday and equity platforms (e.g., Shareworks/Carta) a plus; ability to spec requirements with People Systems
- A users-first mindset: you obsess over the Stripe employee experience and the operator experience, not just the program artifacts
- Preferred qualifications
- Familiarity with financial regulatory or licensing frameworks (such as banking licensing, money transmission
- card network requirements) and/or a demonstrated track record of ramping quickly on complex regulatory context in a new domain
- Familiarity with statutory benefits/compensation/equity requirements in EMEA, APAC, or LATAM jurisdictions
- Experience launching People/Total Rewards programs in a new country or legal entity
- Experience with M&A integrations on the People side
- PMP, Lean/Six Sigma, or comparable structured-program training
Required skills
Project ManagementMergers and AcquisitionsOperations ManagementStakeholder Management