Senior Manager, People Technology & Analytics

This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for a Senior Manager, People Technology & Analytics based in India. Lead the development of a unified People Technology & Analytics function, bringing together HR systems, workforce data, automation, and AI-enabled solutions under a cohesive strategy. In this senior, hands-on leadership role, you will shape the technology roadmap, optimize systems and integrations, and establish a structured people analytics program. You will combine strategic planning with practical technical execution, helping the organization make better workforce decisions through reliable data and scalable tools. Partnering with People leadership, IT, and operational teams, you will drive technology transformation and identify meaningful opportunities for AI and automation. You will also build the function’s operating model, develop talent, and strengthen collaboration with HR service delivery teams. This remote opportunity in India is ideal for a forward-thinking leader who enjoys building new capabilities, influencing stakeholders, and delivering measurable business impact. Accountabilities - People technology strategy and roadmap: Own the strategy for the HR technology ecosystem, making informed build-versus-buy decisions, evaluating vendors, prioritizing investments, rationalizing existing tools, and maintaining a roadmap aligned with business needs. - HR systems architecture and administration: Lead configuration strategy, integration architecture, and ongoing administration across the HR technology stack, including ADP Workforce Now, Greenhouse, Lattice, and other People systems. - Internal tooling and integrations: Oversee and contribute to the development of internal tools, system integrations, and AI-powered workflows that address process gaps and improve operational efficiency.

- People analytics program: Establish a structured analytics capability, including data governance and management, metric definitions, standardized reporting, recurring insights, and a roadmap for deeper workforce studies. - AI and automation strategy: Partner with IT and People leadership to identify valuable applications for AI agents, workflow automation, and self-service tools while avoiding duplicated efforts and unnecessary spending. - Organizational design and capability development: Assess existing People Technology & Analytics capabilities, recommend an appropriate team structure for the next 12–18 months, and build the business case for future staffing and investment. - People Service Center partnership: Define a clear operating model between People Technology & Analytics and the People Service Center, establishing responsibilities, workflows, handoffs, and shared priorities. - Team leadership and development: Directly manage HRIS and analytics professionals, provide coaching and development opportunities, and foster a culture of technical excellence, continuous learning, accountability, and high performance. - Stakeholder influence and change management: Lead technology improvements and consolidation initiatives across teams, building alignment with stakeholders whose responsibilities and existing processes may be affected. - Additional responsibilities: Support other projects and priorities as needed to strengthen People operations and technology capabilities. Requirements: - At least 8 years of experience in HR technology, HRIS, and people analytics, including at least 3 years in a formal leadership or people management role. - Experience working with multiple HCM platforms, with the ability to evaluate at least two or three systems and explain their suitability for different organizational needs. - A demonstrated player-coach approach, combining team leadership with direct ownership of meaningful technical deliverables.