Senior Manager, HR Systems

About the Team

Our People Team is key to the growth of GOAT Group as the company continues to expand globally. Through our innovative programs and data-driven strategies, the company is committed to building a culture that is inclusive, cooperative and motivating. As a member of this team, you will play an indispensable part in our company's future by matching talent to the right roles as well as cultivating an environment in which all of our employees – across our warehouses, Flight Club retail stores and corporate teams – are able to thrive.

Role Overview

We are looking for a hands-on Senior Manager, HR Systems to join our People team. This is a highly technical role, deeply embedded in our systems and day-to-day workflows.

Owning the HR technology stack end-to-end; the role will ensure the reliability, performance, and scalability of our systems across the employee lifecycle. This includes overseeing support operations, managing vendor relationships, troubleshooting system and integration issues, and maintaining the overall health of our People systems.

This role will operate as a builder and operator, directly handling complex and high-impact work while overseeing a People Technology Specialist. A key part of this role will be establishing clear prioritization, improving execution rigor, and building a more structured and scalable support model across the team.

Additionally, this role will lead automation and process improvement efforts, identifying manual pain points and partnering closely with the Director of People Operations to design and implement scalable solutions. The role will use visibility into day-to-day operations to continuously surface opportunities to streamline workflows, improve data integrity, and reduce manual effort across the People function.

In this role, you will:

• Own and manage the HR tech support function, including intake, triage, resolution, and escalation of tickets
• Build AI-assisted workflows where applicable — flagging, classification, notifications, and intelligent routing across People processes
• Own technical documentation, integration specs, data flow diagrams, etc.
• Serve as a technical resource and escalation point for HR tech issues across the People team
• Support ad hoc data pulls, system troubleshooting, and cross-functional HR tech requests
• Use operational exposure as a continuous feedback loop to surface new automation opportunities
• Translate complex technical constraints and tradeoffs into clear recommendations for the Director and People team leadership
• Collaborate with COEs e.g. People Operations, IT, Finance, Payroll, and Talent Acquisition to ensure system triggers, data handoffs, and approval workflows are reliable and production-grade
• Stay current on the HR technology landscape — new ADP capabilities, iPaaS evolution, and AI tooling relevant to the People function

We are looking for: 

• 8+ years in a technical systems, integration engineering, IT, or HRIS role — with meaningful experience in environments where HR data flows are central
• Hands-on experience building and maintaining API integrations, event-driven workflows, or data pipelines 
• Deep working knowledge of ADP (Lyric strongly preferred; Workforce Now considered) — including configuration, reporting, workflows, and data integration
• Experience with identity and directory systems (OKTA or similar) in the context of HR-IT data flows
• Strong data fluency — able to design schemas, trace data lineage, validate integrity across systems, and build reliable audit processes
• Experience handling sensitive HR data, PII, and related security and compliance requirements
• Ability to work autonomously on complex, multi-system problems and communicate findings clearly to non-technical stakeholders

Preferred:

• Experience with bidirectional data syncs with HRIS
• Familiarity with Snowflake or cloud data warehouse environments
• Experience with leave management and workforce management systems and payroll data flows
• Background deploying AI-assisted workflows — classification, flagging, intelligent notifications, or LLM-based process automation
• Exposure to compliance-sensitive automations
• Experience in a high-growth or scaling company environment