Team Lead, People Systems & Analytics

About the Role:

As we scale our people operations, we’re reimagining how our systems and data infrastructure drive efficiency, automation, and insights across Wrike. We’re looking for a Team Lead, People Systems Analytics who can lead this evolution — developing a clear vision for how our HR systems, workflows, and analytics operate while also delivering hands-on support for day-to-day operations, workflows, automations, and reporting.

Your Impact:

This role is ideal for those who thrive at the intersection of strategy and execution—bringing together systems thinking, workflow optimization, and analytics expertise to drive meaningful change. You’ll translate complexity into scalable infrastructure that supports a dynamic, global organization, while shaping a roadmap that balances long-term transformation with near-term delivery. With a focus on platform stability, automation, self-service, and emerging AI capabilities, you'll play a critical role in modernizing how our people operations function and deliver impact.

This role reports to the HR Operations Leader and will be a core partner to key stakeholders across multiple global time zones.

HR System Architecture Optimization

• 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.

People Analytics Data Governance

• 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.

Strategic HR Systems Roadmap

• 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.

Leadership Operational Delivery

• 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.

Your Qualifications:

• Systems Analytics Professional: You bring 6–8 years of experience in HR systems and people analytics, with demonstrated success in dynamic, global, or matrixed environments. You’re confident working with platforms like UKG (and ideally familiar with tools like Engagedly, Compose, or Greenhouse), and experienced in configuration, workflow design, and integration management.
• People-Centered Leader: You’ve led individuals or small teams (currently 1 direct report), fostering performance, professional development, and a collaborative mindset—balancing team leadership with your own systems and analytics contributions. You support others’ growth while building a team culture rooted in shared accountability, continuous learning, and respect.
• Strategic Problem Solver: You navigate complexity with ease—balancing long-term vision with immediate delivery. You assess systems and workflows critically, prioritize improvements based on impact and readiness, and approach challenges with curiosity and adaptability.
• Effective Communicator: You explain technical ideas in simple terms, tailoring your approach to meet the needs of diverse, cross-functional audiences. You build strong relationships through transparency, active listening, and responsiveness.
• Global Collaborator: You're fluent in English and comfortable operating in a multilingual, multicultural setting. You value accessibility and equity in system design, communication, and service delivery—ensuring your work supports a diverse, distributed workforce.

Standout Qualities:

• You bring working knowledge of modern analytics tools like Power BI, BigQuery, Python, and advanced Excel to inform data infrastructure decisions and partner effectively with technical teams.
• You apply a product-oriented approach to HR tech—designing intuitive, scalable solutions that promote accessibility, enable self-service, and improve user experience.
• You’ve supported MA activity, such as HRIS integrations, workforce transitions, or aligning processes and data following organizational changes.
• You bring an innovation-driven mindset, applying intelligent tools (including AI) and systems thinking to streamline operations and support better decision-making.

Why Join Wrike?

• Growth Opportunities: Clear career progression paths with opportunities to advance into senior account management or leadership roles, based on your performance and goals
• 25 days of paid vacation
• Pension scheme
• Life Insurance plan
• Health Insurance
• Income Protection
• Parental leave (26 weeks paid for birth mothers, 4 weeks for non-birth parents)
• Bike to Work scheme

What’s Next:

• Recruiter Screen
• Interview with Hiring Manager
• Business System Conversation
• Cross-Function Panel (FPA, Payroll, IT)
• Case Study Presentation

At Wrike, we’re a global team of innovators and collaborators who believe in autonomy, accountability, and continuous improvement. We value diverse perspectives and welcome applicants from all backgrounds—even if you don’t meet 100% of the requirements, we encourage you to apply.

Your recruitment buddy will be Alexandra Vorobyova, Lead Recruiter.

Originally posted on Himalayas