Wrike

People Operations

• 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.
• Balance long-term systems strategy with ownership of day-to-day operational improvements, configurations, and escalations.
• Build scalable people analytics strategies that drive workforce planning, talent insights, and organizational decision making—leveraging a general understanding of tools like Power BI, BigQuery, and Python to inform and guide solution design.
• Strengthen data governance practices to ensure consistent, accurate HR data across systems and functions.
• Collaborate with HR, Finance, and business leaders to define key people metrics, build insights-driven dashboards, and embed data into strategic conversations.
• 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.
• 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.
• Manage one HR Analyst focused on systems optimization, reporting automation, and analytics. Combine hands-on execution with strategic oversight—setting clear expectations, providing mentorship, and fostering a culture of collaboration, continuous improvement, and service excellence.
• 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.

Team Lead, People Systems and Analytics

Lead HR systems infrastructure, ensuring platforms are efficient, reliable, and scalable
Identify gaps and friction in workflows (onboarding, timekeeping, compensation) and drive resolution
Optimize lifecycle workflows through automation and improved logic
Establish scalable support model and self-service tools
Build people analytics strategies using tools like Power BI, BigQuery, Python
Strengthen data governance practices and collaborate across HR, Finance, business leaders
Drive automation in reporting, audits, and reconciliation
Define and sequence system enhancements and own roadmap delivery
Maintain vendor relationships and lead release planning
Manage one HR Analyst; balance operational needs with roadmap execution
Define service level expectations and build continuous improvement operating model

Team Lead, People Systems and Analytics

Team Lead, People Systems and Analytics

Team Lead, People Systems & Analytics