Senior Manager, People Technology & Analytics

Overview

Lead ShipBob's People Technology & Analytics function, building its operating model, HR technology strategy, people analytics capability, AI and automation approach, and team structure. This player-coach role reports to the Sr. Director, Total Rewards & HR Tech.

What you'll do

• Own the strategy and roadmap for ShipBob's HR technology stack, including build-versus-buy decisions, investment sequencing, rationalization, and capability planning.
• Develop and maintain a People Technology & Analytics roadmap covering near-term operational priorities and longer-term capability goals.
• Define the configuration strategy and integration architecture for the HR technology stack and oversee its ongoing administration.
• Oversee and contribute toward internal tooling and AI-powered workflows that close gaps.
• Oversee development of people analytics data management, metric architecture, standard reporting cadences, and a roadmap of deeper workforce studies.
• Partner with IT and People Leadership on the long-term value of AI agent tooling and AI-enabled solutions while avoiding redundancy and overspend.
• Assess the current People Technology & Analytics capability and recommend the right team structure for the next 12 to 18 months.
• Build the internal case for the recommended team structure and navigate the organizational dynamics required to implement it.
• Define the operating model between People Technology & Analytics and the People Service Center, including ownership, handoffs, and complementary responsibilities.
• Manage HRIS and analytics talent and develop the team through technical rigor, continuous learning, and high performance.
• Perform other duties and responsibilities as necessary.

What you'll need

• 8+ years in HR technology, HRIS, and people analytics.
• At least 3 years in a formal leadership or team management role.
• Direct experience with multiple HCM platforms across your career, with fluency in at least two to three different platforms and the ability to evaluate which system is right for a given context.
• A demonstrated track record of operating as a player-coach: managing a team while personally owning meaningful technical deliverables.
• Experience developing and owning an HR technology roadmap, including build-versus-buy decisions, vendor selection, and sequencing logic.
• Experience navigating organizational influence and driving technology change or consolidation with stakeholders who did not report to you and had their own stake in the current state.
• Independent people analytics capability to build a metrics framework, design a workforce study, or interpret a complex dataset without a dedicated analyst doing the work.
• Genuine curiosity and a specific point of view on how AI and automation apply to HR systems and operations.

Nice to have

• ADP Workforce Now, Greenhouse, and Lattice experience at an implementation or deep administration level.
• Experience at a multi-site, operationally complex company with both corporate and hourly/warehouse employee populations — logistics, manufacturing, distribution, or similar.
• Exposure to agentic AI platforms, workflow automation tooling, or no-code/low-code build environments applied to HR workflows.
• Experience building an org design case and presenting headcount recommendations to senior leadership.

Details

• Remote in India.
• The work schedule must cover at minimum 10am–2pm US Eastern time daily.
• The HR technology stack includes ADP Workforce Now as core HCM, Greenhouse for recruiting, Lattice for performance and goal management, and a range of point solutions across the HR function.
• The People Service Center is responsible for Tier 1 HR ticket resolution, data entry, and knowledge base management and operates adjacent to this function.