Director, People Operations & Systems

We are building a lean, AI-enabled People function, and the Director of People Operations & Systems will own the infrastructure that allows it to operate accurately, efficiently, and at scale. This leader is accountable for our People systems ecosystem, people data integrity, payroll governance and controls, employee lifecycle operations, and the continuous redesign of People workflows through AI, automation, and self-service.

This is a builder role. You will inherit systems and processes that need to evolve, lead our transition to a modern HR technology environment, and create an operating model that reduces manual work while strengthening accuracy, controls, and the employee and manager experience. You will be close enough to the work to understand it deeply and step in when necessary, but your primary job is to build systems, controls, talent, and workflows that do not depend on you personally executing every transaction.

You will lead core People Operations capabilities, including payroll and benefits/compliance team members, and serve as the senior operational partner to Finance, IT, Legal, Security, Talent, and People leadership. The right person combines strong HR systems and payroll judgment with a first-principles mindset: you see a clunky process and ask not only how to automate it, but whether it should exist in its current form at all.

What You Will Own

People Systems & Technology

Own the People technology ecosystem and roadmap, including HRIS architecture, system governance, integrations, access, vendor performance, and continuous improvement.

Serve as the internal business owner for our planned HRIS modernization, leading requirements, data migration, configuration decisions, testing, training, rollout, and adoption in partnership with implementation experts and cross-functional stakeholders.

Ensure People systems are designed around scalable workflows, clear controls, manager and employee self-service, and reliable downstream data.

Partner with IT and Security on integrations, access controls, system changes, and audit requirements across the People technology stack.

People Data, Analytics & Controls

Own the integrity and governance of People data, including organizational structure, job architecture fields, compensation-related data, employee records, and reporting structures.

Build proactive data-quality controls that identify discrepancies before they create payroll, reporting, compliance, or employee-experience issues.

Develop scalable dashboards and self-service reporting that give leaders timely insight into headcount, hiring, turnover, compensation, and talent trends.

Reduce reliance on recurring manual reports by redesigning reporting workflows and automating repeatable data delivery wherever practical.

Payroll Governance & Operational Risk

Lead the payroll capability and provide senior oversight of payroll operations, with accountability for accuracy, timeliness, controls, documentation, audit readiness, and effective issue resolution.

Manage and develop the payroll team member responsible for day-to-day payroll execution; remain sufficiently close to the work to review controls, interrogate payroll outputs, understand multi-state requirements, and step in during high-risk or exceptional situations.

Establish clear review and escalation mechanisms across People and Finance, including independent controls for high-risk payroll changes and exceptions.

Redesign payroll and payroll-adjacent workflows as systems and automation mature, shifting the function toward governance, exception management, auditing, and continuous improvement rather than manual processing.

Employee Lifecycle & People Operations

Own the effectiveness of the operational infrastructure supporting onboarding, offboarding, employment changes, contractor lifecycle processes, I-9/E-Verify, and Employer of Record operations for international team members.

Ensure workflows are accurate, compliant, well controlled, and increasingly self-service; the role owns the effectiveness of the operating system even when another team member or system executes individual steps.

Partner with Finance, IT, Legal, Security, Talent, and People Business Partners to create clean handoffs and clear decision rights across employee lifecycle processes.

Maintain a resilient operating model with clear documentation, backup coverage, escalation paths, and ownership for recurring People operations.

Requirements

• 8–12+ years of progressive People Operations, HRIS, HR technology, payroll operations, or related experience, including senior ownership of complex operational environments.
• Demonstrated experience leading a major HRIS implementation or transformation. Direct Rippling experience is strongly preferred; ADP Workforce Now experience is a plus.
• Strong payroll fluency, including controls, multi-state considerations, audits, exceptions, and the relationship between upstream HRIS data and payroll accuracy.
• Experience leading and developing operational team members and creating clear accountability across functions.
• Strong systems and data orientation: you can move between process architecture, data quality, reporting, integrations, controls, and practical execution.
• Evidence of redesigning workflows through automation, AI, self-service, or technology—not simply digitizing an existing manual process.
• Comfort using AI tools such as ChatGPT or Claude as part of day-to-day problem solving, analysis, and workflow design.
• Strong analytical and spreadsheet skills, sound judgment, high attention to detail, and a bias toward durable solutions rather than workarounds.
• Ability to partner credibly across Finance, IT, Security, Legal, Talent, and senior People leadership, including navigating ambiguity and making clear recommendations.
• Working fluency in compensation and benefits operations is valuable; deep compensation strategy expertise is not required.
• How Success Will Be Measured
• People data is trusted, governed, and increasingly self-correcting through strong controls.
• The HRIS modernization is delivered with clear ownership, sound configuration decisions, successful adoption, and stable integrations.
• Payroll operates with strong controls, clear accountability, effective backup coverage, and fewer manual failure points.
• Managers and employees can complete more routine People processes through intuitive systems and self-service without unnecessary People Team intervention.
• Recurring People Operations work becomes materially less manual as AI, automation, and workflow redesign create measurable capacity and quality improvements.
• Benefits, payroll, and operational team members have clear ownership, escalation paths, and room to operate at the appropriate level.
• Cross-functional partners experience People Operations as reliable, responsive, data-driven, and clear about decision rights.

Some of the additional benefits offered are:

401K with an employer match

Health, dental, vision, life insurance, and short-term and long-term disability coverage.

• Flexible spending account for health care and dependent care
• Wellness Reimbursement
• Work from Home Reimbursement
• Flexible vacation policy
• Parental leave program
• Company Issued Laptop