legora - Senior Director, People Technology
Requirements
• Experience running a major HRIS migration in a company scaling through a similar headcount inflection point. You've done the vendor selection, the data migration, and the work of getting the job architecture right in the system. • A track record of owning the People tech stack, not just advising on it. You've made build-vs-buy calls, managed the integration layer, and taken accountability for data quality across the function. • Fluency in People data, governance, and analytics. You understand what a reliable headcount number requires to be reliable, and you've built the infrastructure to produce one. • Experience operating across multiple geographies and legal entities. GDPR, multi-country payroll integrations, and data residency requirements aren't new to you.
Responsibilities
• Define the People tech architecture for the next stage of growth: system of record, integration logic, and a 12–24 month roadmap tied to headcount and geographic expansion. Own build-vs-buy-vs-configure decisions and total cost of ownership across the stack. • Own the HRIS evaluation: assess the current state, build the case for change, run the vendor RFP, scoring, reference checks, and commercial negotiation. • Lead the migration from data model design through to go-live, encoding the job architecture (levels, families, comp bands, cost centres, legal entities) so it's enforced by the system, not maintained in spreadsheets. • Own the integration layer between the HRIS, ATS (Ashby), e-signing (Ironclad), payroll providers, IdP/SSO, finance/ERP, and downstream BI. Eliminate manual re-keying across systems and build the hire-to-retire pipeline so a single lifecycle event flows through every connected system automatically. • Own People data definitions, taxonomy, quality standards, access tiers, and audit trails, including DSAR handling. Run regular integrity checks and reconciliation against Finance headcount. • Build self-service dashboards for managers and HRBPs. Support workforce planning with reliable, real-time data. • Automate onboarding, offboarding, provisioning, approval chains, and lifecycle events. Design for self-service and track where things slow down or break. • Set the AI strategy across the stack: sourcing, screening, internal copilots, and engagement signals. Own the governance framework covering bias testing, explainability, and compliance with emerging regulation. • Own data residency, GDPR, and multi-entity payroll and benefits integrations across US, UK, EMEA, and APAC, including the PEO/EOR-to-in-house transition as new markets come online. Partner with Security and IT on SOC 2 scope, access controls, and vendor security reviews. • Own the vendor portfolio: renewals, consolidation, SLAs, and strategic partner relationships. Drive consolidation where overlapping tools exist and keep the stack clean and avoid tool sprawl. • Own rollout, training, and documentation for every system change. Build the operating rhythm with HRBPs, Talent, C&B, and Finance so changes land without disruption. • Hire and lead the People Tech function over time. Define ownership boundaries with Talent, Reward, and Business Partnering so nothing falls between teams.
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