Manager, Business Systems

HealthEdge•Remote,

9d•$140,000 - $150,000•Remote

About The Position

HealthEdge is in a period of rapid growth and consolidation following recent mergers. As we scale, the systems our teams run on need a function that can keep them healthy, scalable and genuinely useful to the people who depend on them every day. We're hiring a Manager to lead our People & Internal Systems team and help us do exactly that. This is a hands-on management role with real technical depth. You'll own the systems that power our HR and internal operations functions — Workday at the center, with integrations that touch payroll, benefits, identity and finance — and you'll lead our company-wide approach to Claude access and enablement. As the company grows, this team will be the natural home for other internal systems as needs arise. You'll manage a team of business systems analysts, partner closely with HR leadership and product engineering, and set the bar for how this team operates. If you thrive on building in environments where the playbook is still being written, are excited to set a new bar for how AI changes the way a team operates, and know how to keep complex systems healthy while driving them forward — this role is for you.

Requirements

7+ years of direct experience owning enterprise systems (at least 3 of those years in a 5k+ employee organization) — Workday and Claude experience preferred.
3+ years of experience managing a technical team — passionate about coaching, developing and holding a team accountable while still contributing directly to complex work.
Exceptional stakeholder partnership skills — comfortable building trust with senior leaders, facilitating requirements conversations and bringing the right people into the room at the right time.
AI-first — already weaving AI into how you work, and ready to set that standard for your team and the business.
Deep understanding of how HR and people systems support the business — Workday HCM, integrations, HRIS architecture.
Experience with iPaaS or integration middleware tools (Boomi, MuleSoft, Workato or similar) — you've built and maintained integration layers, not just managed tickets about them.
An eye for identifying overly complex processes and developing simple, scalable alternatives.
Comfort with ambiguity — you thrive in environments where the playbook is still being written.
Thrives in fast-paced, ever-changing environments — bonus points for experience with post-merger systems consolidation.

Nice To Haves

Workday and Claude experience preferred.
bonus points for experience with post-merger systems consolidation.

Responsibilities

Own the People & Internal Systems function. You're accountable for Workday and the 30+ integrations connecting it to payroll, benefits, finance and identity, as well as an expanding set of other internal enterprise tools — keeping things running while driving continuous improvement.
Build and lead a high-performing team. Manage and develop a team of business systems analysts, coaching them toward greater ownership and technical depth.
Build deep partnerships with HR leadership. Work hand-in-hand with the VP of HR, HRIS lead and HR operations to understand what they need, translate it into systems strategy, and actually solve the problem — not just take requirements.
Drive delivery accountability. Raise the bar on project delivery across the team — scoping, prioritizing, tracking and closing work.
Help drive the consolidation roadmap. The company is actively integrating systems post-merger. You'll coordinate across stakeholders, manage risk, and keep the integration on track.
Own Claude access and drive adoption across the business. Manage access provisioning and governance for Claude, and serve as the internal point of contact for enablement — helping teams understand what's possible and put it to work. Partner with product and engineering as the company's approach to Claude deployment continues to take shape.
Use AI to work smarter. Bring an AI-first lens to the team's work — using AI tools to accelerate discovery, documentation, root cause analysis and testing. Help your team build these habits too.
Keep leadership in the loop. Surface what's shipping, flag risks early, and make clear where the team needs support — without your manager having to ask.