The Senior Manager, People Tech & Analytics owns the full People technology and analytics portfolio end to end. This is a senior, highly technical role for someone who wants to build the next generation of People infrastructure across hiring, compensation, payroll, employee experience, service delivery, reporting, automation, and AI-enabled workflows. While the title is Senior Manager, this role is intentionally hands-on and technical in nature, with success defined far more by technical leadership, systems thinking, and execution than by team size.

You will shape the roadmap for our People systems, data, integrations, dashboards, automations, and workflow orchestration across the entire People function. You will turn fragmented processes into scalable experiences, manual work into intelligent workflows, and workforce data into trusted insight that helps the business move faster and make better decisions.

Our ecosystem includes Dayforce, Ashby, Zendesk, Glean, CultureAmp, Okta, Slack / Google Workspace, Workato, Zapier, and a shared data and BI environment.

What you'll do

• Own the strategy, architecture, and evolution of People technology and analytics across the full People function.
• Define the roadmap for systems, reporting, integrations, automation, and AI-enabled workflow improvements in partnership with People, IT, Finance, and Data / BI.
• Design and improve end-to-end workflows across hiring, compensation, payroll, employee lifecycle, and People service delivery so they are simple, scalable, auditable, and built to last.
• Translate business needs into smart technical solutions, from configuration and data design to dashboards, controls, integrations, and automation.
• Build a People analytics capability that gives leaders trusted visibility into headcount, hiring, movement, compensation, service performance, and operational health.
• Identify high-value opportunities to apply automation, orchestration, and AI to reduce manual work, improve accuracy, and create better employee and manager experiences.
• Establish strong governance for data quality, privacy, security, and auditability across People systems and analytics work.
• Act as a trusted technical thought partner to People leadership and cross-functional stakeholders, bringing clarity and momentum to complex problems.
• Provide guidance and quality oversight to one direct report, with a light-management, high-impact leadership style.

What success looks like

• People systems feel connected, modern, and intentionally designed.
• Leaders have faster access to trusted workforce insights.
• Employees, managers, and the People team experience less friction and less manual coordination.
• Automation and AI are used in practical, well-governed ways that create real business value.
• People Tech is seen as a strategic capability, not just an operational support function.

What you bring

• 7+ years of experience in HR Technology, HRIS, People Systems, People Analytics, or a related field, with deep experience operating as a senior technical individual contributor or systems leader.
• Strong hands-on experience with enterprise HR systems such as Dayforce, Workday, SuccessFactors, or similar, including configuration, workflow design, integrations, and data structures.
• Proven ability to design and improve scalable workflows and data solutions across Talent Acquisition, Total Rewards, Payroll, People Operations, or lifecycle processes.
• Strong analytics capability, including metric design, dashboard development, reporting strategy, and translating insight into action.
• Experience applying automation and ideally AI to real business workflows, with sound judgment around controls, risk, and governance.
• A systems-thinking mindset and the ability to influence across People, Finance, IT, Security, and Data / BI.
• Strong communication and documentation skills, with the ability to make complex systems understandable and change feel manageable.
• Experience in a high-growth or SaaS environment is strongly preferred.

Our Hybrid Work Philosophy

Great work can happen anywhere but coming together helps us go further. Our team spends three days a week in the office (Tuesday-Thursday) to collaborate, solve problems, and learn from each other. With flexibility the rest of the week, it's a balance designed to help everyone do their best work and keep growing.

Our Total Rewards Philosophy

Our Total Rewards Philosophy centers around three core areas to reward and care for our People:

• Rewarding Impact: We lead with competitive pay to reward the impact, skills and traits that fuel our success.
• Fostering Holistic Wellbeing: We care deeply about and invest in the whole person with programs that support our people's physical, mental, and financial well-being.
• Empowering Our Talent Culture: We build a culture of trust and empowerment by designing our rewards and benefits with transparency, equity, and flexibility, enabling our people to do their best work and stay for the long haul.

Our Promise to You

• Financial Wellness: Own a piece of Docebo through our Employee Share Purchase Plan (ESPP) at a 15% discount, plus a competitive compensation package.
• Your Well-Being, Covered: You'll get access to health benefits, so you can get the care you need when you need it.
• Rest, Relax, Repeat: Rest and recharge with paid vacation days, two company-wide Docebo Days, floating holidays for cultural celebrations, and your birthday off!
• Family First: We provide coverage offering you time with your little one(s) so you can soak up all those precious moments. Fun fact: we had 30 Docebian babies join the family in 2025!
• Connections That Count: Connect with global communities through our Employee Resource Groups (including PRIDE, DWA, BIDOC, and Green Ambassadors) and company-wide events that keep the fun rolling all year long.