People Technology & Analytics Lead

ShipBob is building a People Technology & Analytics function from the ground up, and this is the role that leads it.

ShipBob’s current stack includes ADP Workforce Now as core HCM, Greenhouse for recruiting, Lattice for performance and goal management, and a range of point solutions across the HR function. You will be responsible for the configuration strategy, integration architecture, and overseeing the ongoing administration of the full stack.

What you’ll do:

• People systems strategy and roadmap: You are the strategic owner of how ShipBob thinks about its HR technology stack. That means making the build vs. buy calls, sequencing the investments, rationalizing what we have, and developing a point of view on what we need grounded in what the business requires. You will develop and maintain a People Technology & Analytics roadmap that reflects both near-term operational priorities and longer-term capability goals.
• HR technology administration and architecture: ShipBob’s current stack includes ADP Workforce Now as core HCM, Greenhouse for recruiting, Lattice for performance and goal management, and a range of point solutions across the HR function. You will be responsible for the configuration strategy, integration architecture, and overseeing the ongoing administration of the full stack. You will also oversee and contribute toward building internal tooling and AI-powered workflows that close gaps.
• People analytics program: ShipBob does not yet have a structured people analytics capability. You will oversee development of data management, metric architecture, standard reporting cadences, and a roadmap of deeper workforce studies.
• AI and automation strategy: ShipBob is actively deploying AI agent tooling through our HR service center and enabling employees across the People team with access to AI-enabled tooling to build self-service solutions for process improvements and automations. You will partner with IT and People Leadership to develop a point of view on how to drive long-term value in this space while avoiding redundancy and overspend.
• Organizational design and team building: You will assess the current state of People Technology & Analytics capability across ShipBob and develop a recommendation for what the right team structure looks like over the next 12 to 18 months. You will build the internal case for that structure and navigate the organizational dynamics required to bring it to life.
• People Service Center partnership model: ShipBob’s People Service Center (PSC) is responsible for Tier 1 HR ticket resolution, data entry, and knowledge base management and operates adjacent to this function. This work is deeply intertwined with the systems and data this team owns. You will be accountable for defining a clear operating model for how PT&A and PSC work together: what each team owns, how they hand off, and how they complement each other.
• Team leadership: You will carry direct management responsibility for HRIS and analytics talent within this function and are expected to be an active, invested leader in developing the people on your team. As the function grows, so will your team. Building a culture of technical rigor, continuous learning, and high performance within People Technology & Analytics is part of the mandate.

What you’ll bring to the table:

• 8+ years in HR technology, HRIS, and people analytics, with at least 3 years in a formal leadership or team management role.
• Direct experience with multiple HCM platforms across your career, not just deep expertise in one. You should be able to speak fluently about at least two to three different platforms and articulate how you evaluate which system is right for a given context.
• A demonstrated track record of operating as a player-coach: managing a team while personally owning meaningful technical deliverables.
• Experience developing and owning an HR technology roadmap, including build vs. buy decisions, vendor selection, and sequencing logic.
• Experience navigating organizational influence, driving technology change or consolidation with stakeholders who did not report to you and had their own stake in the current state.
• Independent people analytics capability: you can build a metrics framework, design a workforce study, or interpret a complex dataset without a dedicated analyst doing the work for you.
• Genuine curiosity and a specific point of view on how AI and automation apply to HR systems and operations.

Strongly preferred:

• ADP Workforce Now, Greenhouse, and Lattice experience at an implementation or deep administration level.

Preferred:

• Experience at a multi-site, operationally complex company with both corporate and hourly/warehouse employee populations — logistics, manufacturing, distribution, or similar.
• Exposure to agentic AI platforms, workflow automation tooling, or no-code/low-code build environments applied to HR workflows.
• Experience building an org design case and presenting headcount recommendations to senior leadership.
• This role requires a work schedule that covers at minimum 10am–2pm US Eastern time daily.