Senior People Platform & Enablement Manager

About the Role

Ren is looking for a Senior People Platform & Enablement Manager to own the systems behind the employee and manager experience: our ATS, HRIS, and the engagement, learning and development, and performance management platforms.

Your top priority is making these systems work together and work harder by automating manual workflows, integrating People platforms with Ren's other tools, and using AI to remove friction for employees, managers, and the People team.

You'll bring a product mindset (running discovery, prioritizing a roadmap, and measuring impact) and know how to get vendor-built systems to deliver what our people need.

This is an individual contributor role with no internal engineering team. You'll drive impact through configuration, integrations, and vendor partners, and through the trust you build to influence change across the People team and the business.

What You'll Do

• Systems & Vendor Ownership. Own and administer all People platforms, including configuration, permissions, data integrity, upgrades, troubleshooting, and vendor support. Lead vendor evaluation, selection, and contract negotiation, and help scope, hire, and manage implementation partners, holding them accountable for timeline, budget, and quality. This work is heaviest in year 1 and shrinks once systems reach a steady state.
• Automation & Integration. Find and eliminate manual, error-prone work across hiring, onboarding, employee changes, performance cycles, and offboarding. Use native automation, APIs, and middleware to connect People systems with Ren's finance, IT, AI, and collaboration tools. Fix broken processes with the People team before automating them, and measure results in hours saved and errors avoided.
• AI Enablement & Transformation. Lead AI adoption across People systems and workflows in partnership with Ren's internal AI strategy team. Evaluate and pilot AI features and tools, scale what works, set guardrails for employee data with IT, Legal, and Compliance, and help People teammates build AI skills. Represent the People domain in Ren's broader AI strategy.
• Roadmap, Delivery & Adoption. Own the People tech roadmap. Run discovery with employees, managers, and People stakeholders, then choose the right path for each priority: configure, integrate through APIs or middleware, or replace, all without custom-built software. Lead rollouts through training and communication, and iterate based on usage and feedback.
• Cross-Functional Leadership & Influence. Build trusted relationships with People team leaders and business stakeholders, and drive adoption of changes you don't directly control. Partner with People COE leaders as the accountable owner for People systems initiatives: set scope, align priorities, manage timelines and budgets, and maintain documentation and governance. This includes the systems and process workstreams for reorgs, acquisitions, performance management, and OKR cycles.
• Metrics, Reporting & Insights. Build dashboards covering platform health (adoption, satisfaction, data quality, automation impact) and people metrics (hiring, retention, engagement, performance), and turn the data into clear recommendations for leaders.

What You'll Bring

• People systems ownership. 6+ years in HR systems, People technology, or People operations, including primary ownership of tools like an HRIS and ATS.
• Automation and integration. You've automated HR workflows and integrated People systems with other tools using native workflow builders, middleware, or APIs, and can show measurable results.
• Applied AI experience. You've used AI tools and features to automate work, and you know where AI helps, where it doesn't, and how to manage risk with sensitive employee data.
• Technical fluency. You understand APIs, data models, user provisioning, and data flows well enough to scope work and judge a consultant's timeline and cost, though you won't write production code.
• Influence without authority. You build strong relationships across the People team and the business, and drive change through trust and follow-through rather than a reporting line.
• A product mindset. You've run discovery, built a prioritized roadmap, and measured adoption and impact.
• Vendor and consultant management. You've managed vendors and implementation partners end to end, from scoping work and evaluating proposals to negotiating contracts and holding partners accountable.
• Project management. You keep multi-vendor and cross-functional initiatives on track with clear plans, documentation, and governance.
• Analytical skills. You build reporting and dashboards for audiences from practitioners to executives. Experience with SQL or a BI tool such as Tableau, Looker, or Power BI is expected.
• Clear communication. You turn data and technical trade-offs into a clear story for non-technical stakeholders across multiple levels within the organization.
• Self-direction. You own ambiguous problems end to end in a lean environment with no internal build resources and work well with colleagues across locations.

Nice to Have

• Hands-on experience with HR platforms such as Greenhouse, Ashby, Lattice, Culture Amp, BambooHR, or Paycor.
• Experience with workflow automation or integration platforms such as Workato, Zapier, Make, or Tray.io.
• Experience configuring AI assistants, agents, or workflows in enterprise platforms.
• Change management experience for large system or process rollouts.
• Experience leading the systems workstream during an acquisition or reorganization.

What Success Looks Like

In your first three months, you'll have:

• Completed discovery across People systems, including an inventory of tooling, integrations, manual workflows, and automation and AI opportunities.
• Published a prioritized roadmap.
• Shipped at least one quick-win automation, with a larger integration or vendor-managed project underway.

Within a year, you'll have:

• Built relationships and earned trust with People team leaders and key business stakeholders.
• Led at least 1 full system implementation through an external partner.
• Measurably reduced manual work and data errors across core People workflows.
• Put AI into everyday use in People team workflows, with clear guidelines for responsible use.
• Stood up dashboards that People and business leaders use regularly.