People Technology Manager

Credo•,

2d•$140,000 - $180,000

About The Position

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.

Requirements

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 experience: You have evaluated, piloted, and deployed AI-native tools in a business context and understand how to assess scalability, data safety, and real-world impact
Scaled environment background: You know what mature systems architecture looks like and can apply that standard to an earlier-stage operating context
Strong cross-functional credibility: You have partnered effectively with IT, Finance, and Legal to deliver shared infrastructure and know how to build trust outside of the People team
Clear communicator: You translate technical complexity into business language and can make a credible investment case to non-technical stakeholders

Responsibilities

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
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
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
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