Mitratech - Senior Product Manager

• Handbooks: intake, policy selection and assembly from verified content, multi-state and section-level editing, review and human approval, versioning, publication, and portability of the employer's handbook across sponsor and broker changes • Learn and Compliance Learning: mandated training (harassment prevention, safety, and similar) assigned and tracked against the jurisdictions where employees actually work, and the proof of completion that goes with it • Multi-State and Jurisdiction Management: the employer's jurisdiction footprint as a shared, reusable input that triggers the right policies, notices, training, and alerts when a workforce crosses a state line or a headcount threshold • Onboarding (excluding I-9 and E-Verify): new-hire state reporting, wage theft prevention notices, and handbook and policy acknowledgment at hire and at every policy update • The post-approval loop: distribution to employees, acknowledgment tracking, manager guidance, and a human-reviewed handoff of policy changes to payroll and HRIS configuration • How these experiences show up inside partner platforms and through the Intelligence Core API, with attribution that travels with our content • Own the customer problem • Be the person in the company who knows the most about how a multi-location employer, an HR generalist, a broker account manager, and a PEO team actually keep policies and training current today, and where that work breaks • Maintain a living view of buyer, user, approver, and accountable owner for each job in your scope, across direct and partner channels • Set the outcomes we are aiming for (for example, time to a publishable handbook, share of employees acknowledged, training completion against mandate deadlines) and hold the team to them • Lead customer discovery • Run a continuous discovery cadence: weekly conversations with employers, HR practitioners, brokers, PEOs, and our own HR experts, plus regular review of sales and support call evidence • Turn what you learn into explicit, testable assumptions. Label what we know, what we assume, and what the evidence supports • Collaborate with Product Design to validate solutions with prototypes and small experiments before committing engineering capacity, and be willing to kill ideas the evidence does not support • Partner with the persona and research work already underway so the team shares one picture of the customer instead of several • Shape AI-native experiences with experts in the loop • Design handbook and training experiences with our Foundations counterparts that gather employer context once, apply cited guidance and expert review, coordinate the approved facts into the document, the acknowledgment, and the training assignment, and prove completion • Define where an agent can act, where a human must approve, and where a question routes to a licensed expert. • Work with the Intelligence Core team so your experiences draw on the shared labor law corpus and employer context rather than duplicating intelligence • Deliver and measure • Deliver and measure • Write product requirement documents and decision documents that engineering, design, and content experts can act on. Prioritize the backlog and own launch and adoption • Define the metrics that show whether the customer problem is actually getting solved, instrument them, and report on them plainly • Protect current customer and partner commitments while shaping the next plan, and surface conflicts early • Work across the company • Partner with engineering, design, data science, the compliance content team, HR advisory experts, customer success, partner management, and go-to-market • Give partners a clear story for how Handbooks and Learn add value in their channel and how they can prove utilization to their own clients • Enable sales, support, and implementation on what you ship and why it matters to the employer • What Success Looks Like in Your First Year • You have interviewed dozens of employers, practitioners, and partners and produced a synthesis the whole team uses to prioritize • The handbook production cycle is measurably shorter and the causes of revision churn are understood and shrinking • Multi-state, section-level handbook editing is in customers' hands and partners can point to acknowledgment and training evidence at renewal • A validated, human-reviewed handoff from approved policy changes to employee distribution and payroll configuration exists, with clear ownership • Your scope has explicit success measures, a sequenced plan, and documented decisions on what changed and what stayed in place • How We Work • We are a new team with a clear direction and a lot still to shape. The product leaders who do well here share a few habits: • Precision about the problem. You know the customer, the job, and the evidence before you become attached to a solution, and you can separate what we know from what we assume. • Judgment, not permission-seeking. You know when to decide, when to run a test, and when a tradeoff needs a wider conversation. • Clear written thinking. You produce short, decision-ready documents rather than long decks. • Direct feedback, in both directions. You give it constructively and you ask for it. • Early and messy beats late and polished. A heads-up on a risk is always welcome.