Senior Manager, HRIS Product Management & People Analytics

Role Overview:

The Senior Manager, HRIS & People Technology serves as the primary IT partner and product owner for Lucid’s global HR technology ecosystem. This role leads HRIS platform strategy, product roadmaps, and employee experience technology across the full employee lifecycle—ensuring systems are scalable, secure, intuitive, and aligned to Lucid’s growth and operating priorities.

Operating at the intersection of HR, IT, and analytics, this leader combines deep HRIS expertise with product management discipline and strong stakeholder engagement. The role owns HR technology outcomes (not data engineering), drives adoption and usability, and ensures trust in HR data—while partnering closely with Enterprise Data Warehouse (EDW), Governance, Risk & Compliance (GRC), and Enterprise Architecture.

Core Accountabilities:

HRIS Product Leadership & Employee Experience Technology

• Act as product owner for HRIS and People Technology platforms, including SAP SuccessFactors, Greenhouse, workforce management systems, Beeline, and related tools.
• Serve as the primary IT engagement lead and trusted advisor to People Operations, HR COEs, Talent, Talent Management, and Workplace teams.
• Own intake, prioritization, and roadmap planning for HR technology capabilities and HR analytics use cases.
• Translate HR strategy and scaling challenges into secure, high‑performing, and scalable technology solutions.
• Lead global and international HR technology rollouts in partnership with HR and IT counterparts.

Strategy, Roadmaps & Delivery

• Build and maintain a People Technology delivery roadmap aligned to HR priorities, enterprise IT strategy, and Lucid business goals.
• Balance resourcing, sequencing, and technical approaches across a fast‑growing environment.
• Partner with IT Leadership on strategic planning, budgeting, and operating models (including onshore/offshore).
• Collaborate with Enterprise Architecture to align on technical standards and solution recommendations.

Platform Operations, Integrations & Automation

• Oversee configuration and optimization across Core HR, Talent Acquisition, Compensation, Time & Absence, Payroll, Benefits, and related modules.
• Lead system integrations by partnering with integration teams—owning requirements, testing, and business validation.
• Conceptualize and enable automation opportunities that improve employee experience and operational efficiency.
• Support operational teams in maintaining and evolving platforms such as SuccessFactors, Greenhouse, SAP Workforce, and vendor‑supported tools.

People Analytics, Reporting & Data Stewardship

• Own people analytics and HR reporting outcomes, focusing on usability, adoption, and decision support.
• Define standard people metrics, KPIs, and reporting expectations in partnership with HR leaders.
• Act as the business data steward for HR and people data.
• Partner with the centralized EDW team for data definitions, governance, and enterprise enablement—without duplicating data engineering or pipeline ownership.

Role clarity: This position is product‑ and outcomes‑focused. It does not perform data engineering or manage enterprise data pipelines.

Governance, Security & Compliance

• Partner with GRC to implement compliance requirements, access controls, and security policies across HR systems.
• Ensure HR technology solutions meet regulatory, audit, and data protection standards.
• Manage system inventory and technology risk in coordination with IT and HR operations.

Vendor & Team Leadership

• Lead vendor and partner relationships, including software selection, renewals, SOW reviews, and onboarding.
• Identify skill gaps and build or augment HRIS capabilities to support Lucid’s scale.
• Inspire collaboration, accountability, and continuous improvement—measuring success by employee and business impact.
• Stay current on best practices, emerging trends, and AI advancements in HR and people technology.

You Bring:

• Bachelor’s degree in Information Systems, Business Administration, HR, or a related field (or equivalent experience).
• 8–10+ years of experience in HRIS, HR technology, or people systems leadership.
• 6+ years of hands‑on configuration experience across Core HRIS, Talent, Compensation, Time & Absence, Payroll, and Benefits.
• 3+ years leading or supporting system integrations (requirements, testing, and validation).
• Proven experience managing vendors and software selection processes.
• Strong ability to explain complex technical concepts to non‑technical stakeholders.
• High proficiency in written, verbal, and executive‑level communication.

Advantageous:

• Deep knowledge of end‑to‑end HR business processes (onboarding, offboarding, recruiting, benefits, time, leave, etc.).
• Product management mindset with a track record of driving adoption and measurable outcomes.
• Experience supporting global or international HR deployments.
• Comfort operating with ambiguity in a fast‑paced, scaling environment.
• Automotive or manufacturing industry experience.
• Advanced degree.