Manager, People Technology (Workday)

Klaviyo; Boston (MA); On-site; USD 120,000 - 140,000; Full time

Job summary

A leading technology company in Boston seeks a Manager of People Technology to enhance and manage Workday systems. You will own project management for enhancements, ensuring compliance and improving user experience across HR technologies. The ideal candidate has 6+ years in the Workday ecosystem, strong cross-functional collaboration skills, and an AI-forward mindset. This role requires a detail-oriented leader who can manage complex projects while fostering team development and stakeholder relationships.

Qualifications

• 6+ years in the Workday ecosystem with strong understanding across functional modules.
• Deep experience with at least 3 Workday modules.
• Experience supporting global HR technology across multiple countries.

Responsibilities

• Own Workday modules and drive enhancements.
• Manage projects to improve end-user experience.
• Ensure SOX compliance including audit processes.

Skills

Workday ecosystem experience

Project management

AI integration

Cross-functional collaboration

Communication skills

Detail-oriented

Job description

We have an incredible team at Klaviyo - collaborative, diverse, fun - and we won’t settle for less. We’re looking for a Manager, People Technology to join our team. This is equal parts systems thinker, problem solver, and leader.

If you like untangling messy processes, building smarter systems, and improving user experiences, you’ll thrive here. This role will report directly to the Senior Manager, People Technology and play a key part in shaping how People Technology supports Klaviyo employees globally through thoughtful system design, strong team leadership, and a focus on leveraging AI to drive smarter, more scalable solutions.

Who You Are:

• 6+ years in the Workday ecosystem, with strong understanding across functional modules
• Deep experience with at least 3 Workday modules
• Greenhouse experience a plus
• Comfortable owning systems end-to-end, from configuration to rollout to optimization
• A self-starter who thrives in ambiguity and can lead complex projects with high autonomy
• Strong cross-functional partner, you can work just as well with engineers as with HRBPs
• A builder mindset: you don’t just maintain systems, you improve them
• AI-forward mindset
• Curious and proactive about how AI can improve People systems and operations
• Comfortable experimenting with AI to automate workflows, improve data quality, and reduce manual work
• Able to spot practical use cases (not just hype) and bring them into day-to-day processes
• Experience supporting global HR technology across multiple countries, with an understanding of regulatory requirements
• Experience in a public company environment, with compliance and controls in mind
• Strong project management and communication skills — able to tailor messaging across executive and project audiences
• Highly organized with strong attention to detail

What you’ll do:

• Be the go-to owner for your Workday modules
• Utilize your team to configure, optimize, and continuously improve how these modules work together
• Drive enhancements, releases, and fixes, not just maintain the status quo
• Heavy focus on improving the end user experience (employee, manager & stakeholder personas)
• Manage and drive projects end-to-end, anticipating changing requirements along the way
• Responsible for SOX compliance deliverables including recurring and ad hoc audit processes

Connect the dots

• Work across People, IT, Finance, and other stakeholders to solve problems end-to-end not just the immediate task in front of you
• Translate business needs into smart Workday or AI forward solutions (and vice versa)
• Partner with Integrations and follow the data across systems

Drive smarter processes

• Identify what’s manual, broken, or overly complex and fix it
• Build workflows that actually reflect how and where people work
• With strong AI resources at your fingertips, think differently about how to solve problems and push beyond traditional approaches

Be a strong leader

• Coach and mentor team members, helping them grow both technically and in how they partner with the business
• Set clear priorities and create structure in a space that can get complex quicklyIli>
• Balance hands-on work with leadership; knowing when to dive into the details and when to step back and guide
• Drive accountability and ownership across the team without micromanaging
• Build strong relationships with stakeholders and establish trust as a reliable, strategic partner
• Create clarity out of ambiguity, helping the team navigate shifting priorities and evolving business needs
• Establish scalable processes, documentation, and support models that set the team up for long-term success