People Technology Manager

Manager, People Technology

Team Credo is looking for a Manager, People Technology, who will own the architecture, implementation, and automation roadmap for our people platform. You'll work hands-on to build the foundation: connecting systems, automating workflows, and creating self-service experiences that reduce friction and scale operational capacity. The right person for this role builds durable solutions. They bring architectural instincts developed through real implementation work, not just familiarity with platforms.

They approach system design from the employee and manager perspective, thinking in experiences rather than features. They have built real things with AI and automation tooling and know how to take something from the sandbox to production in an environment where data trust matters. And, they earn credibility through competence and consistency - knowing how to get things done with collaboration and focus.

Base salary range is $140,000 - $180,000 a year. The base salary offer will depend on factors such as education, experience, training, skills, qualifications, and location. This position is also eligible for a discretionary bonus, equity, and a full range of medical and other benefits.

• Purpose: We invest in what matters. From meaningful future-shaping projects to competitive compensation, we empower you to grow your career while making a lasting impact.
• People: Connection starts within. We collaborate, celebrate wins, and create an environment where everyone can do their best work.
• Possibilities: Our belief shapes what's next. Our technology powers the most reliable and energy-efficient connections around the world – and our team powers new products and markets that come next.

People Systems Architecture

• Own the HR platform end-to-end: system configuration, module ownership, data model governance, and roadmap across all global entities
• Manage the full systems lifecycle from requirements through launch, including intake, prioritization, design, testing, go-live, and post-launch optimization
• Serve as the internal expert and thought partner for People team leaders on platform capabilities, best practices, and optimization opportunities
• Analyze HR technology trends and maintain a forward-looking view of the landscape to inform the roadmap and long-term vision
• Lead the assessment, selection, and implementation of new systems and tools.
• Manage the portfolio of People systems initiatives from intake through launch in partnership with the People Operations & Technology Leader and cross-functional stakeholders
• Lead People technology evaluation post-acquisition: assess acquired systems, define the integration or replacement path, and manage the transition
• Develop communication strategies that educate the People team and broader business on HR technology capabilities and how to use them

Integrations & Data Architecture

• Design and own the integration architecture connecting HiBob to Payroll, IT, Finance, Benefits, and other business systems, reducing manual data handoffs across the employee lifecycle
• Own integration health and governance: monitoring, error handling, documentation, and change management standards that ensure consistent reliability across connected systems
• Establish the data architecture that unlocks analytics and automation potential, including field standards, job architecture, and reporting logic that produce clean, decision-grade outputs
• Partner with IT and Business Systems on cross-functional solutions and represent the People team in cross-system architecture conversations

Automation & Workflow Engineering

• Identify, prioritize, and build automation across the employee lifecycle
• Design and implement manager and employee self-service capabilities that reduce HR support demand
• Own the HR service layer: build, optimize, and evolve the ticketing and workflow orchestration system as the operational backbone for People Operations
• Track automation impact through reduction in manual steps, ticket deflection, and time-to-resolution

AI Architecture & Adoption

• Build toward an AI-augmented employee and manager experience
• Evaluate, pilot, and deploy AI-native tools and automation with a pragmatic, data-safe approach that maintains quality and employee trust
• Govern AI deployments against a responsible framework that accounts for data privacy, compliance, auditability, and human oversight
• Stay current on the AI tooling landscape and bring a forward-looking perspective to decisions about when and how to adopt new capabilities

Basic Qualifications

• HR Platform ownership: 5 or more years of HR systems experience with direct ownership of HRIS platform architecture, configuration, and implementation
• Integration experience: You have designed or owned integrations between HR and adjacent systems using APIs, iPaaS tooling, or middleware
• Building for scale: You have stood up systems, workflows, or infrastructure without a dedicated engineering team, and you are comfortable owning the full execution path
• AI and automation…