Fuel Logic Jobs in Georgia (NOW HIRING)

What We Need
CORPAY is currently looking to hire a VP of Partner Product Solutions within our North America Partners division. In this role, you will sit at the intersection of partner needs, product capabilities, credit/risk requirements, technology delivery, marketing messaging, and operational readiness.
This role is especially important as Corpay expands partner programs that require partner-specific product setup, application and customer journey design, mobile/app demos, merchant/MID configuration, credit decisioning logic, reporting, settlement, and clear handoff from business development into launch execution. You will report directly to the President of NAP and regularly collaborate with teams and departments.
How We Work
As a VP, you will be expected to work in a virtual environment. CORPAY will set you up for success by providing:

• Assigned workspace in a home office set up.
• Company-issued equipment + remote access

Role Responsibilities
The responsibilities of the role will include:
Partner-Facing Product Support and Demos

• Own demo readiness for strategic partner conversations, including mobile app walkthroughs, application flow demos, customer journey examples, reporting views, and product capability narratives.
• Partner with Business Development to tailor demos for prospective partners such as large fuel retailers, convenience networks, and technology platforms.
• Create reusable demo scripts, product one-pagers, partner-facing FAQs, and solution walkthroughs that clearly explain what Corpay can launch today versus what requires development.
• Ensure partner-facing materials accurately reflect product capabilities, limitations, implementation dependencies, and customer experience.

Product Design and Partner Solutioning

• Translate partner requirements into product requirements, configuration needs, process flows, acceptance criteria, and launch dependencies.
• Lead design for partner-specific customer journeys, including application flow, credit decisioning outcomes, alternative offers, onboarding steps, disclosures, customer messaging, and activation.
• Partner with Credit/Risk to define approval rules, credit thresholds, graduation/increase logic, bad debt assumptions, and monitoring requirements apply to each partner program.
• Partner with Marketing and Legal to ensure customer-facing language, terms and conditions, fee disclosures, videos, and education materials are clear and conversion-oriented.
• Define MVP, fast-follow, and future-state capabilities for each partner launch.

Implementation and Setup Coordination

• Coordinate with Technology, Payments, processor teams, Operations, and partner teams on configuration and implementation needs, including MIDs, partner mapping, settlement/reporting logic, product templates, testing, and production readiness.
• Identify implementation tradeoffs, capacity constraints, and sequencing choices early, especially where partner requirements create incremental development work.
• Document launch requirements and drive cross-functional readiness meetings.
• Ensure all teams understand the product setup, partner economics, operational processes, reporting obligations, and customer support implications.

Transition to Onboarding and Launch

• Own the handoff from Business Development/Product Design into formal onboarding and implementation.
• Create launch checklists covering product configuration, application flow, credit/risk rules, reporting, settlement, partner training, seller enablement, customer support, compliance/legal, and success metrics.
• Partner with onboarding and account management teams to ensure the partner has a clear path from signed agreement to pilot, launch, and scaled rollout.
• Monitor early launch performance and coordinate fixes or enhancements based on partner, customer, and internal feedback.

Measurement and Continuous Improvement

• Define success metrics for partner product launches, including application conversion, approval rate, start rate, activation, early-life attrition, utilization, line increases, delinquencies, writeoffs, revenue, and partner satisfaction.
• Use early performance data to improve product design, customer messaging, demos, onboarding processes, and partner implementation playbooks.
• Build a repeatable partner product launch framework that reduces one-off work and accelerates future partner programs.

Qualifications & Skills

• Minimum bachelors degree
• 7+ years of product management, product operations, partner solutions, implementation, or product strategy experience, ideally in payments, fleet cards, fintech, lending/credit, issuing, merchant acquiring, or B2B financial services.
• Strong ability to convert ambiguous partner requests into clear product requirements, workflows, demos, and implementation plans.
• Experience working with cross-functional teams including Engineering, Credit/Risk, Legal, Marketing, Operations, Finance, Sales, and external partners.
• Comfortable leading customer/partner demos and explaining complex products in simple, commercially relevant terms.
• Strong understanding of application funnels, customer onboarding, product configuration, payment/settlement flows, reporting, and operational readiness.
• Experience with credit products, alternative approval paths, card programs, merchant IDs, processor setup, or partner-specific product configuration is highly valuable.
• Highly organized and execution-oriented; able to manage multiple partner launches and dependencies at once.

Benefits & Perks

• Medical, Dental & Vision benefits available the 1st month after hire

• Automatic enrollment into our 401k plan (subject to eligibility requirements)
• Virtual fitness classes offered company-wide
• Robust PTO offerings including major holidays, vacation, sick, personal, & volunteer time
• Employee discounts with major providers (i.e. wireless, gym, car rental, etc.)
• Philanthropic support with both local and national organizations
• Fun culture with company-wide contests and prizes

Pay Transparency
This salary range is provided for locationswhich require such disclosure. Where a position or applicant may fall in a particular wage range depends on a number of factors including but not limited to skill sets, experience training licenses and certifications (if applicable), and other business and organization needs. The disclosed range has not been adjusted for the applicable geographic markets. At Corpay it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions depend on the facts and circumstances of each case. The estimate of the minimum and maximum salary range is $213,000, - $250,000.
For more information about our commitment to equal employment opportunity and pay transparency, please click the following links: EEOC and Pay Transparency.
About Corpay
Corpay is a global technology organization that is leading the future of commercial payments with a culture of innovation that drives us to constantly create new and better ways to pay. Our specialized payment solutions help businesses control, simplify, and secure payment for fuel, general payables, toll and lodging expenses. Millions of people in over 80 countries around the world use our solutions for their payments.
At Corpay, we are committed to fostering an inclusive and respectful workplace where employees are valued for their diverse perspectives, experiences, and contributions. We believe that diversity, equity, and inclusion strengthen our teams, drive innovation, and support our continued success globally.
As part of our hiring process, offers of employment may be subject to the successful completion of pre-employment screening conducted by an authorized third-party provider, in accordance with applicable laws and Corpay policies. Screening requirements may include employment references, identity verification, criminal record checks, financial or sanctions screening, and other background checks relevant to the role and permitted by local law.
Notice to Recruitment Agencies and Search Firms: Corpay does not accept unsolicited resumes from agencies or search firms without a valid written agreement in place. Any unsolicited candidate submissions will become the property of Corpay, and no fees will be paid related to such submissions.
Learn more about Corpay: https://www.corpay.com
Transparency & Compliance
Equal Opportunity Employer
Corpay is committed to providing equal employment opportunities to all applicants and employees. Employment decisions are made without regard to race, color, religion, sex (including pregnancy), gender, gender identity or expression, sexual orientation, national origin, ancestry, age, disability, marital status, genetic information, military or veteran status, or any other characteristic protected by applicable law. Corpay is committed to fostering an inclusive workplace where individuals are respected and valued for their diverse perspectives, experiences, and contributions. If you require reasonable accommodation during any part of the application or interview process, please notify a representative of the Human Resources Department.
Use of Artificial Intelligence in Hiring
Corpay may use artificial intelligence (AI) and other technology-enabled tools to support certain aspects of the recruitment process, such as application screening, candidate assessment, or interview scheduling. These tools are designed to enhance efficiency, consistency, and fairness throughout the hiring process. AI tools do not make final hiring decisions. All employment decisions involve human review. Corpay is committed to the responsible use of AI, including appropriate oversight and safeguards designed to support fair and unbiased outcomes.
Candidate Privacy Notice
For information about how Corpay processes personal information during the recruitment process, please review our Candidate Privacy Notice: https://www.corpay.com/privacy-policy.
Pay Philosophy
Corpay is committed to fair, equitable, and transparent compensation practices. Compensation decisions are based on objective, job-related factors including skills, experience, qualifications, and market benchmarks. Where required by applicable law, salary or compensation ranges will be included in the job posting or provided prior to the interview process, where required by applicable law. Additional compensation elements such as bonuses, incentives, benefits, or variable pay may apply where applicable.