Principal Product Manager

Why UKG:

At UKG, the work you do matters. The code you ship, the decisions you make, and the care you show a customer all add up to real impact. Today, tens of millions of workers start and end their days with our workforce operating platform. Helping people get paid, grow in their careers, and shape the future of their industries. That’s what we do.

We never stop learning. We never stop challenging the norm. We push for better, and we celebrate the wins along the way. Here, you’ll get flexibility that’s real, benefits you can count on, and a team that succeeds together. Because at UKG, your work matters—and so do you.

About the role

We are seeking a strategic and entrepreneurial Principal Product Manager to define, build, and scale a new compensation intelligence and benchmarking product. The product will use data from thousands of customers across multiple industries to help organizations understand payroll and labor-market trends, compare pay for common jobs, and make more informed compensation decisions.

This is a high-impact role for a product leader who can operate at the intersection of compensation strategy, workforce data, job architecture, analytics, AI, and enterprise SaaS execution. You will establish the product vision and roadmap, develop trusted benchmark methodologies, and guide cross-functional teams from early discovery through launch, adoption, and expansion.

The ideal candidate combines deep product leadership with strong data fluency and practical knowledge of compensation, payroll, or labor-market products. They are comfortable translating complex workforce datasets, statistical methodologies, and job-matching approaches into intuitive, credible, customer-facing experiences.

Key Responsibilities

Product Strategy & Market Leadership
• Define the vision, strategy, positioning, and multi-year roadmap for UKG’s compensation intelligence and benchmarking product.
• Identify the highest-value customer problems across compensation planning, pay equity, recruiting, retention, workforce planning, budgeting, and market competitiveness.
• Prioritize opportunities by balancing customer impact, market differentiation, data readiness, technical feasibility, trust, regulatory considerations, and commercial value.
• Develop a clear point of view on how UKG can differentiate through timely payroll and workforce data, broad industry coverage, and integration into customer workflows.
• Create business cases, packaging recommendations, and measurable product outcomes in partnership with strategy, finance, sales, and go-to-market teams.

Compensation Benchmarks & Workforce Insights
• Define benchmark experiences that show how employees are paid based on job, industry, geography, company characteristics, experience, skills, and other relevant factors.
• Develop insights into payroll and labor trends such as base pay, total cash compensation, overtime, premiums, incentives, hours worked, and changes over time where supported by the data.
• Ensure benchmark outputs are useful for both strategic analysis and operational decisions, from market pricing and pay-range design to recruiting offers and retention reviews.
• Partner with analytics and data science teams to establish methodologies for aggregation, normalization, weighting, outlier treatment, cohort construction, and trend analysis.

Job Architecture, Classification & Matching
• Define how the product represents job families, functions, levels, skills, experience requirements, and other attributes needed for accurate market comparisons.
• Partner with AI, data science, and domain experts to improve job matching, title normalization, skill extraction, leveling, and confidence scoring.
• Design customer workflows for reviewing, correcting, and governing job matches, including transparent explanations and human controls for ambiguous cases.
• Balance industry-specific job detail with a scalable cross-industry framework that supports portability and consistent benchmarking.

Data Product Quality, Trust & Governance
• Own product requirements for data coverage, quality, freshness, lineage, privacy, security, aggregation thresholds, and benchmark reliability.
• Define clear customer-facing indicators for sample size, confidence, recency, methodology, and limitations so users can interpret results responsibly.
• Partner with legal, privacy, security, data governance, and responsible AI teams to ensure the product protects customer and employee information and complies with applicable requirements.
• Establish ongoing quality measurement and feedback loops to improve job mappings, benchmark accuracy, customer trust, and product utility.

Customer Discovery & Experience Design
• Engage compensation leaders, HR executives, payroll teams, finance leaders, recruiters, and workforce planners to understand decisions, workflows, and unmet needs.
• Translate customer research into clear personas, jobs to be done, requirements, workflows, and outcome-based success measures.
• Partner with design and research teams to create experiences that make complex compensation data understandable, actionable, and easy to explore.
• Validate concepts and methodologies with design partners and advisory customers before scaling to broader release.
• Ensure the product serves customers across multiple industries while supporting the domain-specific context required in healthcare, retail, manufacturing, distribution, hospitality, and other frontline-intensive sectors.

Cross-Functional Execution & Commercialization
• Serve as the product leader connecting engineering, data science, analytics, design, architecture, compensation experts, privacy, legal, security, sales, marketing, and customer-facing teams.
• Guide the product through the full lifecycle—from market discovery and data assessment through development, preview, launch, adoption, monetization, and iteration.
• Drive alignment and decisions across multiple product areas and platform teams
• Partner with go-to-market teams on positioning, packaging, sales enablement, customer education, and proof of value.
• Define and track metrics such as benchmark coverage, match accuracy, data freshness, customer adoption, workflow completion, retention, willingness to pay, and measurable customer outcomes.

Required Capabilities
• Compensation product expertise: Strong understanding of compensation benchmarking, market pricing, salary structures, pay ranges, job architecture, or related HR and payroll workflows.
• Data product leadership: Demonstrated ability to turn large, complex datasets into trusted analytics products and decision-support experiences.
• Benchmark methodology fluency: Ability to engage deeply on cohort construction, percentiles, weighting, normalization, statistical confidence, data quality, and methodological tradeoffs.
• Job taxonomy and matching: Experience with job classification, title normalization, skills, leveling, semantic matching, recommendation systems, or adjacent data problems.
• AI and technical fluency: Ability to work effectively with AI, machine learning, data science, and engineering teams while translating technical capabilities into customer and business value.
• Enterprise SaaS execution: Proven success delivering complex SaaS products from concept through launch, adoption, monetization, and continuous improvement.
• Strategic product leadership: Ability to bring structure to ambiguous opportunities, establish a differentiated strategy, and focus teams on the most important outcomes.
• Customer and market orientation: Strong ability to understand customer workflows, competitive dynamics, buying decisions, and the needs of multiple enterprise stakeholders.
• Cross-functional influence: Exceptional ability to align executives and teams across product, engineering, design, data, legal, security, sales, marketing, and services.

Basic Qualifications
• 10+ years of product management experience, including significant ownership of complex enterprise SaaS, analytics, data, HR technology, payroll, or compensation products.
• Experience leading a new product or major product line from discovery and strategy through launch and commercial scale.
• Experience partnering with data engineering, analytics, data science, or machine learning teams to ship production-grade data products.
• Strong analytical skills and the ability to evaluate data quality, customer value, market opportunity, product performance, and business impact.
• Ability to work out of one of our UKG office locations 3 days a week

Preferred Qualifications
• Exceptional written and verbal communication, including the ability to present strategy, methodology, roadmap decisions, and product value to executives and customers.
• Experience with compensation benchmarking, labor-market data, job architecture, payroll data, workforce analytics, or HCM products is strongly preferred.
• Experience creating cross-industry products and adapting common capabilities to industry-specific jobs and workflows is a plus.

Ideal Candidate Profile
The ideal candidate is a seasoned product leader who sees compensation data as both a trusted decision product and a strategic platform asset. They can move fluidly between customer discovery, compensation methodology, data-quality reviews, job-taxonomy discussions, product design, commercial strategy, and executive-level prioritization.

They are intellectually curious, comfortable challenging assumptions, and rigorous about trust. They understand that the value of a benchmark depends not only on the number shown, but also on the quality of the underlying data, the relevance of the comparison group, the transparency of the methodology, and the customer’s ability to act on the insight.
They do not need to build statistical models or machine-learning systems themselves, but they must be technically credible and able to guide teams in transforming workforce data into practical, differentiated, and enterprise-grade compensation intelligence.

Company Overview:

UKG is the Workforce Operating Platform that puts workforce understanding to work. With the world's largest collection of workforce insights, and people-first AI, our ability to reveal unseen ways to build trust, amplify productivity, and empower talent, is unmatched. It's this expertise that equips our customers with the intelligence to solve any challenge in any industry — because great organizations know their workforce is their competitive edge. Learn more at ukg.com.

Equal Opportunity Employer

UKG is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, disability, religion, sex, age, national origin, veteran status, genetic information, and other legally protected categories.

View The EEO Know Your Rights poster

UKG participates in E-Verify. View the E-Verify posters here.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Disability Accommodation in the Application and Interview Process

For individuals with disabilities that need additional assistance at any point in the application and interview process, please email [email protected].

The pay range for this position is $163,900.00 to $235,550.00. The actual base pay offered may vary depending on skills, experience, job-related knowledge and work location. In addition to base pay, employees may be eligible to participate in a performance-based bonus plan and to receive restricted stock unit awards as part of total compensation. Learn more about UKG’s benefits and rewards at