Senior People Platform & Enablement Manager

remote work; Hudson (OH); Remote; USD 150,000 - 190,000; Full time

Job summary

Ren is seeking a Senior People Platform Enablement Manager to own the systems behind the employee and manager experience, including the ATS, HRIS, and the engagement, learning and development, and performance management platforms.

You will configure, integrate, and optimize these tools, drive AI-enabled improvements, and coordinate with vendor partners without an internal engineering team, while partnering with IT, Finance, and Compliance to ensure data guardrails and responsible automation.

Qualifications

• 6+ years in HR systems, People technology, or People operations with ownership of tools like HRIS and ATS.
• Experience automating HR workflows and integrating systems via native builders, middleware, or APIs with measurable results.
• Applied AI experience and ability to manage risk with sensitive employee data.
• Technical fluency with APIs, data models, provisioning, and data flows; able to scope work without writing production code.
• Strong relationship building across People teams and business stakeholders and influence without direct authority.
• Product mindset with discovery, roadmap prioritization, and measurement of adoption and impact.

Responsibilities

• Own and administer all People platforms including configuration, data integrity, upgrades, troubleshooting, and vendor support.
• Lead vendor evaluation, selection, contract negotiation, and manage implementation partners with accountability for timeline and budget.
• Identify and automate manual workflows across hiring, onboarding, changes, performance cycles, and offboarding.
• Connect People systems with Ren's finance, IT, AI, and collaboration tools using APIs or middleware.
• Lead AI adoption across People workflows, pilot tools, and set data guardrails with IT, Legal, and Compliance.
• Own the People tech roadmap, run discovery, and drive adoption through training and communication.

Skills

HR systems

People technology

HRIS

ATS

APIs

AI experience

Data models

Vendor management

Stakeholder management

Roadmap

Adoption metrics

Job description

About the role

Ren is looking for a Senior People Platform Enablement Manager to own the systems behind the employee and manager experience, including the ATS, HRIS, and the engagement, learning and development, and performance management platforms. The role focuses on configuring, integrating, and optimizing these tools, driving automation and AI-enabled improvements, and coordinating with vendor partners without an internal engineering team.

What you'll do

• Own and administer all People platforms including configuration, data integrity, upgrades, troubleshooting, and vendor support.
• Lead vendor evaluation, selection, contract negotiation, and manage implementation partners with accountability for timeline and budget.
• Identify and automate manual workflows across hiring, onboarding, changes, performance cycles, and offboarding.
• Connect People systems with Ren's finance, IT, AI, and collaboration tools using APIs or middleware.
• Lead AI adoption across People workflows, pilot tools, and set data guardrails with IT, Legal, and Compliance.
• Own the People tech roadmap, run discovery, and drive adoption through training and communication.

What they're looking for

• 6+ years in HR systems, People technology, or People operations with ownership of tools like HRIS and ATS.
• Experience automating HR workflows and integrating systems via native builders, middleware, or APIs with measurable results.
• Applied AI experience and ability to manage risk with sensitive employee data.
• Technical fluency with APIs, data models, provisioning, and data flows; able to scope work without writing production code.
• Strong relationship building across People teams and business stakeholders and influence without direct authority.
• Product mindset with discovery, roadmap prioritization, and measurement of adoption and impact.

For applicants in Nigeria

• The listing does not state a timezone requirement or location eligibility beyond remote work; confirm before interviewing.
• Salary currency and pay range are not specified in the listing; confirm during the interview process.
• The listing does not specify contractor vs employee status; clarify during hiring.
• The listing does not mention visa or work-authorization specifics; confirm any country-specific requirements.