Director of Engineering, HRIS Core Flows

Director of Engineering, HRIS Core Flows

Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.

Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365—all within 90 seconds.

Based in San Francisco, CA, Rippling has raised $1.4B+ from the world’s top investors—including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock—and was named one of America's best startup employers by Forbes.

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Rippling HRIS is the system of record for employee and organization data and the control plane for the workflows that change it. We’re looking for an Engineering Director to lead the teams responsible for employee transitions, employee terminations, and a new AI-assisted HR workflow charter. In this role, you will lead a 15-person organization focused on making high-stakes employee lifecycle workflows faster, more reliable, and easier to operate at enterprise scale.

You will define the product and technical strategy for AI-assisted workflows that help customers understand employee-change requests, gather missing information, coordinate approvals, and execute approved changes with transparency, human oversight, and auditability.

• Manual to agentic: Employee lifecycle workflows should do more of the work. Today, many processes still depend on an admin knowing the right sequence, collecting context, coordinating stakeholders, and following through manually. The opportunity is to make the product an intelligent partner while preserving human judgment, transparency, and control.
• High-stakes product surface: Transition and termination flows touch some of the most consequential employee changes and have downstream effects across HR, payroll, benefits, IT, and finance. The product must make complex cases feel simple without hiding the underlying controls.
• Enterprise readiness: Large enterprises bring deeper hierarchies, more policies, fine-grained permissions, global variation, larger bulk operations, and more integrations. The system needs predictable performance, reliability, correctness, and auditability as those dimensions compound.
• Unified leadership: A combined 15-person team needs one leader accountable for the product strategy, technical direction, org design, talent bar, and cross-functional operating model across the full charter.

• Define the product and technical strategy for an Agentic HRBP that helps customers reason about, prepare, approve, and execute employee changes.
• Move beyond a conversational front end: connect agents to durable workflow execution, company policy, employee context, permissions, approvals, and observable outcomes.
• Establish the trust model for high-stakes actions, including clear user intent, human checkpoints where appropriate, explainability, safe failure modes, and complete audit trails.
• Create a reusable approach that accelerates new agentic use cases instead of producing one-off demos or brittle automations.

• Make Transition & Termination dependable for large, complex companies across organization structures, employment types, countries, policies, and connected systems.
• Raise the bar for performance,…