Sr. Product Manager, Policy
As the Product Manager for Navan Expense Policy, you'll own the vision, strategy, and roadmap for Navan's core Policy engine. You'll build intelligent guardrails that make compliance effortless and the AI-powered engine that auto-codes and auto-audits millions of transactions. You'll partner with engineering, design, and GTM teams to save time and money for thousands of Finance teams as you redefine how companies manage and enforce their expense policies at scale.
What You’ll Do:
- Develop, communicate, and champion the product vision for Navan Expense's Policy product, aligning with company goals and driving strategic initiatives.
- Lead the development of product strategy and maintain a prioritized roadmap that delivers maximum value to customers.
- Oversee the end-to-end development of Policy features, from conceptualization to market launch.
- Collaborate daily with cross-functional teams (Design, Engineering, Legal, GTM) to ensure smooth product execution and risk management.
- Utilize data-driven insights to inform decision-making and manage ambiguity in a fast-paced environment.
- Deliver clear and concise documentation for both technical and non-technical stakeholders.
- Conduct market research and define key performance metrics to measure success and drive continuous improvement.
What We’re Looking For:
- Minimum 5 years of product management or adjacent experience.
- Strong product taste, judgement, and design thinking.
- Proven ability to lead cross-functional teams toward ambitious goals with agency and urgency.
- AI fluency - real experience with AI-tooling (i.e. Claude Code, Braintrust, Cursor), prototyping, and technical concepts.
- Exceptional project management abilities, capable of driving product delivery from concept to completion.
- Excellent verbal and written communication skills.
- Strong customer empathy and design thinking.
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The posted pay range represents the anticipated low and high end of the compensation for this position and is subject to change based on business need. To determine a successful candidate’s starting pay, we carefully consider a variety of factors, including primary work location, an evaluation of the candidate’s skills and experience, market demands, and internal parity.
For roles with on-target-earnings (OTE), the pay range includes both base salary and target incentive compensation. Target incentive compensation for some roles may include a ramping draw period. Compensation is higher for those who exceed targets. Candidates may receive more information from the recruiter.
Perks and Benefits
Health and Wellness
Parental Benefits
Work Flexibility
Office Life and Perks
Vacation and Time Off
Financial and Retirement
Professional Development
Diversity and Inclusion