Project Manager, Global Expansion

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, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and 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, and 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, and 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, and integrating companies that extend what Stripe can offer. The businesses that depend on Stripe, and the customers they serve, grow when Stripe grows. Every new country, product launch, or acquisition requires building People infrastructure that doesn't yet exist. Regulatory compliance, employee experience, and 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, and mergers and acquisitions (M A) integrations, end to end, in close partnership with People, Legal, Tax, Finance, and Payroll. Each project means building employment infrastructure where none exists (payroll, statutory benefits, equity registration, compliance systems, and 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, and policy intersect. Responsibilities Own end-to-end project management for entity employment readiness, including intake and scoping, requirements gathering, readiness gates, cross-functional approvals, and go-live and post-go-live handoff to People, Legal, and Finance functions 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, and 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, and 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, and 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, or 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