• Administer HR policies and procedures • Manage employee onboarding and offboarding • Maintain employee records • Support benefits and payroll processes • Assist with employee relations matters • Partner with managers and employees to ensure compliance with company policies and employment laws • Assist with special projects as needed

As a global leader in cybersecurity, CrowdStrike protects the people, processes and technologies that drive modern organizations. Since 2011, our mission hasn’t changed — we’re here to stop breaches, and we’ve redefined modern security with the world’s most advanced AI-native platform. Our customers span all industries, and they count on CrowdStrike to keep their businesses running, their communities safe and their lives moving forward. We’re also a mission-driven company. We cultivate a culture that gives every CrowdStriker both the flexibility and autonomy to own their careers. We’re always looking to add talented CrowdStrikers to the team who have limitless passion, a relentless focus on innovation and a fanatical commitment to our customers, our community and each other. Ready to join a mission that matters? The future of cybersecurity starts with you. About the Role: We are seeking a highly organized and detail-oriented HR Product Director, Total Rewards to lead the evolution of our Reward technology landscape. You are the Product Owner for all systems related to Compensation, Benefits, and Equity. This role requires a unique blend of technical configuration skills and a deep understanding of Total Rewards strategy. You will be tasked with transforming manual, spreadsheet-heavy processes into a scalable, automated, and "next-gen" compensation engine. This role will also program manage and assist in various other HR Operations programs and projects in support of all HR global initiative s. What You'll Do: Strategy & Product Roadmap Develop and execute a multi-year Product Roadmap for Compensation, Benefits, and ancillary HR systems. Ensure the tech stack aligns with long-term HR strategies, specifically focusing on pay equity, global scaling, and employee retention. Act as the bridge between Total Rewards strategy and System Capability. System Design & Integration Partner with HR and business stakeholders to translate complex compensation and benefits philosophies into scalable technical requirements. Next-Generation Compensation Process Streamlining: Continue to evolve the Annual Compensation Review process. The objective is to continue to automate processes and systems in a scalable way in partnership with the Compensation team. Scalable Global Total Rewards Infrastructure: Establish repeatable technology frameworks to facilitate the expansion of our rewards programs into new global regions without necessitating additional staffing. Equity and ESPP Automation: Implement a fully automated, scalable technology solution for the Employee Stock Purchase Plan (ESPP), eliminating the current manual tracking procedures. Benefits File Integration and Automation: Develop and oversee automated 834/vendor file feeds to eliminate manual data entry, thereby mitigating reconciliation discrepancies with insurance carriers. What You'll Need: We are seeking a candidate with a proven track record in HR Operations and HRIS, preferably within a fast-paced, high-growth global environment. Direct Experience: Proven track record of managing compensation processes and Advanced Compensation cycles within an HRIS (Workday, Oracle, or specialized tools like Beqom/MarketPay). Domain Expertise: Strong understanding of ESPP, equity vesting logic, and benefits enrollment cycles. Analytical Prowess: Advanced capability in data architecture—knowing how to structure data for easy reporting and "one-click" audits B.S./B.A. or equivalent preferred plus 15+ years relevant experienc Deep understanding of Total Rewards frameworks, systems, and global application of programs at the local level. Required experience includes Workday, SaaS products, data integrations, and data analytics. Proven ability to lead complex, cross-functional projects with proven ability. #LI-MJ1 Benefits of Working at CrowdStrike: Market leader in compensation and equity awards Comprehensive physical and mental wellness programs Competitive vacation and holidays for recharge Paid parental and adoption leaves Professional development opportunities for all employees regardless of level or role Employee Networks, geographic neighborhood groups, and volunteer opportunities to build connections Vibrant office culture with world class amenities Great Place to Work Certified™ across the globe CrowdStrike is proud to be an equal opportunity employer. We are committed to fostering a culture of belonging where everyone is valued for who they are and empowered to succeed. We support veterans and individuals with disabilities through our affirmative action program. CrowdStrike is committed to providing equal employment opportunity for all employees and applicants for employment. The Company does not discriminate in employment opportunities or practices on the basis of race, color, creed, ethnicity, religion, sex (including pregnancy or pregnancy-related medical conditions), sexual orientation, gender identity, marital or family status, veteran status, age, national origin, ancestry, physical disability (including HIV and AIDS), mental disability, medical condition, genetic information, membership or activity in a local human rights commission, status with regard to public assistance, or any other characteristic protected by law. We base all employment decisions--including recruitment, selection, training, compensation, benefits, discipline, promotions, transfers, lay-offs, return from lay-off, terminations and social/recreational programs--on valid job requirements. If you need assistance accessing or reviewing the information on this website or need help submitting an application for employment or requesting an accommodation, please contact us at recruiting@crowdstrike.com for further assistance. Find out more about your rights as an applicant. CrowdStrike participates in the E-Verify program. Notice of E-Verify Participation Right to Work CrowdStrike, Inc. is committed to fair and equitable compensation practices. Placement within the pay range is dependent on a variety of factors including, but not limited to, relevant work experience, skills, certifications, job level, supervisory status, and location. The base salary range for this position for all U.S. candidates is $170,000 - $260,000 per year, with eligibility for bonuses, equity grants and a comprehensive benefits package that includes health insurance, 401k and paid time off. For detailed information about the U.S. benefits package, please click here . Expected Close Date of Job Posting is:04-09-2026

• Own complex, sensitive, and high-stakes workplace investigations including C-suite misconduct, systemic discrimination patterns, and multi-state coordinated complaints. • Lead enterprise crisis response for workplace violence, severe harassment allegations, executive misconduct, and other urgent situations requiring immediate executive-level intervention. • Conduct forensic investigations involving financial misconduct, fraud, theft, or other criminal matters in coordination with Legal, Compliance, and law enforcement. • Provide quality assurance oversight for all ER2 investigations, ensuring consistency, thoroughness, and legal defensibility across the enterprise. • Develop and implement investigation protocols, templates, and best practices that ensure enterprise-wide consistency and excellence. • Lead enterprise-wide employment policy development, revision, and implementation in partnership with Legal, Compliance, and business stakeholders. • Serve as ultimate authority on federal and multi-state employment law interpretation, providing strategic guidance on complex legal scenarios across all operating jurisdictions. • Monitor legislative landscape across all states, assess enterprise impact, and lead proactive compliance strategy including policy updates, training rollouts, and risk mitigation. • Partner with Compliance, Safety, and Information Security teams to ensure integrated approach to regulatory risk management. • Represent organization in complex regulatory matters, serving as liaison to government agencies and demonstrating enterprise commitment to compliance. • Serve as primary ER liaison to outside counsel for all employment litigation, managing case strategy, discovery coordination, and settlement negotiations. • Lead enterprise response to EEOC charges, state civil rights complaints, Department of Labor investigations, and other regulatory proceedings with strategic coordination across Legal and business functions. • Develop and implement proactive risk mitigation strategies based on litigation trends, regulatory guidance, and organizational risk assessment. • Participate as fact witness and company representative in depositions, mediations, arbitrations, and settlement conferences. • Oversee enterprise unemployment claims strategy, ensuring consistent approach across multiple state jurisdictions and achieving favorable win rates. • Support ER function transformation initiatives including organizational redesign, process optimization, technology implementation, and service delivery model enhancements. • Develop and mentor ER Specialist 1 and ER Specialist 2 team members, serving as coach, thought leader, and career development advisor. • Design and deliver advanced ER training programs for HR Field Partners, regional HR leadership, and business executives on investigation excellence, legal compliance, and strategic ER partnership. • Support in establishing ER center of excellence framework with standardized methodologies, knowledge management systems, and continuous improvement processes. • Represent ER function on cross-functional leadership committees and enterprise initiatives requiring ER expertise and strategic perspective. • Conduct sophisticated analysis of case data, identifying systemic patterns, geographic hotspots, organizational risk factors, and culture indicators requiring intervention. • Lead enterprise-wide root cause analysis for recurring issues, partnering with HR Business Partners and operational leaders to implement sustainable solutions. • Serve as strategic partner in organizational culture transformation initiatives, translating culture goals into ER practices and interventions. • Support in designing enterprise-wide programs addressing workplace conduct, inclusive culture, respectful workplace, and leadership accountability. • Partner with Diversity, Equity & Inclusion leadership to ensure ER practices support and advance organizational DEI commitments. • Lead change management efforts for major organizational initiatives with significant employee impact, providing strategic ER guidance and risk mitigation. • Support in developing and implementing manager capability programs focused on early intervention, performance accountability, and creating psychologically safe work environments.

• Supervise, mentor and support a team of HRFCs across assigned project sites. • Guide recruitment, onboarding and development of new HRFCs in collaboration with HR leadership. • Conduct regular check-ins to assess performance and provide proactive feedback to ensure ongoing development and engagement. • Support team members during transition such as promotions, reassignments and terminations with proper documentation and alignment to best practices. • Ensure HR Field Coordinators are executing core duties such as timekeeping, onboarding, compliance tracking and system support with accuracy and timeliness. • Monitor team performance, troubleshoot roadblocks, and help resolve escalated issues related to payroll, employee relations, or system discrepancies. • Serve as the Workday and TCP business process owner for field related HR workflows; oversee requests for enhancements, testing and implementation. • Lead or assist with ad-hoc projects tied to HR compliance, workforce development, onboarding optimization, or field workforce engagement. • Provide oversight and process improvement for field programs such as the DOT Program, Orange Vest Program, Apprenticeship initiatives and Commissioning/IRA data reporting. • Support Moss's talent pipeline by developing relationships with community partners, trade schools and local workforce agencies. • Partner with HR Field Coordinators to ensure adherence to federal/state/local labor laws, company policies, and safety standards. • Conduct audits on timekeeping accuracy, onboarding documentation, and other compliance checkpoints. • Escalate risk sensitive matters to the appropriate HR Business Partner. • Visit job sites regularly to observe operations, gather feedback, support FHRCs, and ensure alignment with field HR practices. • Provide coverage for HR Field Coordinators during absences or peak activity periods. • Act as a backup to HRFC during absences, ensuring continuity of operations and decision making.