Manager, People Systems & Analytics

Wrike is the most powerful work management platform. Built for teams and organizations looking to collaborate, create, and exceed every day, Wrike brings everyone and all work into a single place to remove complexity, increase productivity, and free people up to focus on their most purposeful work.   Our vision:  A world where everyone is free to focus on their most purposeful work, together.   

About the Role:

As we scale our people operations, we’re reimagining how our systems and data infrastructure drive efficiency, automation, and insights across Wrike.  We’re looking for a Manager of People Systems & Analytics who can lead this evolution — developing a clear vision for how our HR systems, workflows, and analytics operate while also delivering hands-on support, improvements, and reporting.

Your Impact:

This role is ideal for those who thrive at the intersection of strategy and execution—bringing together systems thinking, workflow optimization, and analytics expertise to drive meaningful change. You’ll translate complexity into scalable infrastructure that supports a dynamic, global organization, while shaping a roadmap that balances long-term transformation with near-term delivery. With a focus on platform stability, automation, self-service, and emerging AI capabilities, you'll play a critical role in modernizing how our people operations function and deliver impact.

 

What Success Looks Like

This role reports to the HR Operations Leader and will be a core partner to key stakeholders across multiple global time zones. 

 

🧩 System Architecture & Optimization

• Lead the vision and execution of our HR systems infrastructure, ensuring platforms are efficient, reliable, and scalable.
• Identify gaps and sources of friction (e.g., onboarding, timekeeping, compensation), especially within UKG (or future-state enterprise HRIS), and drive resolution in partnership with key stakeholders. 
• Evaluate and optimize lifecycle workflows through automation and improved logic—clarifying ownership, increasing transparency, and reducing manual effort.
• Establish a scalable support model and introduce tools like knowledge bases and integrated help flows to promote self-service and consistency.

 

📊 Data Integrity & People Analytics

• Build scalable, repeatable reporting solutions that power workforce planning, compliance, and organizational insights—leveraging tools like Excel, Power BI, BigQuery, and Python.
• Strengthen data governance practices to ensure consistent, accurate HR data across systems and functions.
• Collaborate with HR, Finance, and business leaders to translate questions into actionable dashboards and analytics that support better, faster decision-making.
• Drive automation in reporting, audits, and reconciliation tasks to reduce manual data pulls and accelerate insight delivery.
• Champion the responsible use of AI and intelligent tooling to unlock capacity and transform how workforce data is interpreted and applied. 

 

🤝 Process Improvement & Strategic Planning

• Conduct end-to-end audits of key workflows (e.g., onboarding, offboarding, payroll) to identify inefficiencies, unclear handoffs, or system constraints.
• Partner with stakeholders to align systems with evolving policies, compliance requirements, and regional considerations.
• Define and sequence system enhancements using a strategic lens—prioritizing by business value, risk, and readiness.
• Own system roadmap development and delivery cadence in alignment with the Annual Operating Plan (AOP) and cross-functional priorities.
• Maintain effective vendor relationships and lead release planning to ensure seamless updates and adoption.

 

👥 Leadership & Operational Delivery

• Manage and coach HR system contributors(s), ensuring strong performance, development, and service orientation.
• Balance day-to-day operational needs (troubleshooting, support, reporting requests) with the execution of roadmap initiatives.
• Define and track service level expectations for systems performance, data integrity, and stakeholder responsiveness.
• Build a team operating model rooted in continuous improvement, scalable practices, and partnership.

Your Qualifications:

• Systems & Analytics Professional: You bring 6–8 years of experience in HR systems and people analytics, with demonstrated success in dynamic, global, or matrixed environments. You’re confident working with platforms like UKG (and ideally familiar with tools like Engagedly, Compose, or Greenhouse), an