Senior Manager, HR Technology

Lime

2d•$125,000 - $215,000•Remote

About The Position

As a global leader in micromobility, Lime is on a mission to build a future where transportation is shared, affordable and carbon-free. A Time Magazine 100 Most Influential Company, Lime has powered more than one billion rides in close to 30 countries across five continents, spurring a new generation of clean alternatives to car ownership. Learn more at li.me. The Senior Manager, HR Technology leads Lime’s HR Technology function within the People team and reports to the Director, People Solutions. You will manage a small team of Workday and HR systems specialists, act as the platform owner for Workday and administrator of key connected tools, and ensure our HR technology is reliable, well‑governed, optimizes features and are easy to use. This role partners closely with People Operations, HRBPs and COEs, Talent Acquisition, Payroll, Benefits, Finance, and Corporate Technology. People Operations owns Tier 1 service and tickets; COEs own policies and program rules. This role owns the day-to-day configuration and administrative controls (roles, access, and security) of Workday and HR systems, partnering with Corporate Technology to define the long-term technical architecture and security standards. The ideal candidate is a strong leader who can balance strategic oversight with hands-on execution, effectively managing both high-level priorities and day-to-day details. This is a remote position with a requirement for candidates to reside in the United States to maintain effective collaboration across teams.

Requirements

8+ years of experience in HR Technology / HRIS / People Systems, including hands‑on Workday configuration in a scaling, global company.
3+ years leading a small HR Technology / HRIS team, with a track record of shifting from reactive support to platform‑oriented work (governance, optimization, automation).
Strong curiosity and a hands-on approach, balancing attention to detail with strategic leadership, no task is too small to take on.
Deep expertise in Workday HCM and Advanced Compensation. With experience in Time & Absence, Benefits, and Talent.
Familiarity with a broader HR technology stack (ATS, payroll/time, learning, engagement) and experience administering HR configurations and coordinating with IT on integrations.
Strong collaborator who can translate between technical and non‑technical audiences, explain trade‑offs in plain language, and influence stakeholders across HR, Finance, and IT.
Motivated by building tools and processes that reduce manual work, clarify ownership, and create consistent, high‑quality employee and manager experiences.
Experience with modern HR technology capabilities (automation, AI‑assisted self‑service, better analytics) and focused on using them safely and practically to solve real problems.

Responsibilities

Lead and develop the HR Technology / HRIS team, setting clear priorities and operating rhythms so the team focuses on platform health, quality, and improvement.
Lead Workday configuration and security design (including role design, access management, SOX-relevant controls, and delegation of authority) and run a disciplined release and change-management process. Partner with Corporate Technology's Enterprise Architecture and Security teams to align Workday with enterprise standards and define the future long-term technical architecture.
Own the integration architecture between Workday and connected HR systems (payroll/time, recruiting, learning, engagement, IdP, benefits). Decide build-vs-buy on integration patterns, lead the team in delivering and maintaining inbound/outbound integrations using Workday EIB, Core Connectors, Studio, and RaaS / Web Services, and set standards for authentication (SSO/SFTP/certs), error handling, reconciliation, and monitoring.
Manage day‑to‑day vendor relationships for HR systems (escalations, releases, basic SLAs) in partnership with IT and, as needed, Procurement.
Build and maintain a simple, outcome‑focused HR technology roadmap that reduces manual work, improves data quality, and enhances employee/manager self‑service.
Drive change management and user adoption for Workday and other HR tools, including concise communications and training for HR, managers, and employees.
Establish HR data governance — systems of record, data lineage to downstream consumers (Payroll, Finance, analytics), field-level data quality checks, segregation of duties enforced through Workday security groups, and audit-ready evidence for SOX ITGCs (access provisioning, change management, BP approvals) — and partner with Payroll/Benefits/Comp to protect payroll accuracy and compliance.
Use data from tickets and usage trends to identify configuration fixes, automation opportunities, and content gaps; prioritize changes that have the biggest impact.
Manage day-to-day operational details, including closing tickets and handling small tasks with a hands-on, detail-oriented approach to ensure smooth execution and follow-through.