Senior Manager, People Systems & Operations

 

 

 

Why project44?   

At project44, we believe in better.   

We challenge the status quo because we know a better supply chain isn’t just possible—it’s essential. Better for our customers. Better for their business. Better for the world.   

With our Decision Intelligence Platform, Movement, we’re redefining how global supply chains operate. By transforming fragmented logistics data into real-time, AI-powered insights, we empower companies to connect instantly, see clearly, act decisively, and automate intelligently. Our Supply Chain AI enhances visibility, drives smarter execution, and unlocks next-gen applications that keep businesses moving forward.   

Headquartered in Chicago, IL, with a 2nd HQ in Bengaluru, India, we are powered by a diverse global team that is tackling the toughest logistics challenges with innovation, urgency, and purpose. If you’re driven to solve meaningful problems, leverage AI to scale rapidly, drive impact daily, and be part of a high-performance team – we should talk.   

About the role:

As the Sr. Manager, People Systems & Operations you will serve as the end-to-end owner and turnaround leader for project44’s global People Systems ecosystem, with primary accountability for UKG (UltiPro).

This role is responsible for stabilizing, repairing, and re-architecting People systems and processes to ensure data integrity, payroll reliability, audit readiness, and scalable reporting across the company. This is not a steady-state systems role; it is a systems transformation mandate.

You will own global people system design and execution, with authority to drive process remediation, data clean-up, governance, and architectural improvements in close partnership with Payroll, Finance, HR, and GIS (Global Information Systems).

What You’ll Do:

Primary Accountabilities

• People Systems Ownership
• Serve as the single-threaded owner for UKG globally, with clear accountability for system health, data accuracy, and end-to-end process integrity.
• Lead a full systems turnaround, including:
  • Identifying and repairing broken or fragmented people processes
  • Driving large-scale data remediation, clean-up, and standardization
  • Establishing clear ownership, controls, and governance across the employee lifecycle
  • Own the end-to-end people systems architecture, ensuring UKG functions as a reliable system of record and integrates cleanly with Payroll, Finance, and downstream platforms.
  • Make and drive decisions on process design, configuration, and prioritization, balancing short-term stabilization with long-term scalability.
  • Partner with GIS to redesign, implement, and harden integrations, automation, and system dependencies.
  • Establish and maintain audit-ready controls, documentation, and operating standards for people data globally.

Payroll & Finance Partnership

• Own the People systems side of payroll readiness and execution globally, ensuring payroll is system-driven, accurate, and repeatable.
• Partner closely with Global Payroll and Finance to repair upstream data issues impacting payroll, close cycles, and reporting.
• Lead payroll-related remediation efforts including:
  • Data validation and correction
  • Parallel runs and variance analysis
  • Root-cause analysis and permanent fixes
  • Ensure People system design supports strong financial controls, compliance, and confidence at scale.

Program & Stakeholder Management

• Act as the program owner for People systems transformation initiatives, from problem definition through execution and stabilization.
• Drive structured execution across complex, cross-functional work involving HR, Payroll, Finance, IT/GIS, and vendors.
• Establish clear delivery plans, risks, milestones, and decision frameworks for systems work.
• Proactively surface tradeoffs, constraints, and recommendations to People Leadership.

People Reporting & Data Insights

• Own the quality, reliability, and usability of People data across the organization.
• Lead remediation of historical data issues to enable accurate reporting on:
  • Attrition and retention
  • Headcount and workforce movement
  • Organizational and demographic trends
• Build and maintain scalable reporting foundations that reduce manual effort and improve leadership confidence in People metrics.
• Establish cl