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People Systems Jobs (NOW HIRING)

COMPASSUS

Senior People Systems Analyst

Brentwood, TN

As a Workday subject matter expert (SME), this role plays a key part in enabling data-driven decision-making, maintaining compliance, and supporting continuous innovation in People systems. Position ...

New

Fluence

Senior People Systems Analyst

Houston, TX · On-site

$86K - $109K/yr

The Senior People Systems Analyst serves as a subject matter expert in the HR department by leveraging HR System (Workday) functionalities to optimize and streamline HR and HR Operational processes.

Fluence

Senior People Systems Analyst

Arlington, VA · On-site

$104K - $132K/yr

The Senior People Systems Analyst serves as a subject matter expert in the HR department by leveraging HR System (Workday) functionalities to optimize and streamline HR and HR Operational processes.

DP World

Manager, People Systems - Americas

Charlotte, NC · On-site

$165K/yr

... system functionalities, and driving overall HR excellence using Oracle Fusion HCM Cloud; lead the implementation and configuration of Oracle Fusion HCM Cloud modules, including Core HR, Benefits ...

Avant

People Systems, HRIS Lead

Chicago, IL

$110K - $125K/yr

As our People Systems Lead, you'll own and continuously evolve our Workday environment - ensuring it runs seamlessly, scales with our business, and delivers meaningful insights across the ...

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How much do people systems jobs pay per year?

As of Jun 11, 2026, the average yearly pay for people systems in the United States is $68,438.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,500.00 and $85,000.00 per year, depending on experience, location, and employer.

How does a People Systems professional typically collaborate with HR and IT teams to implement new HR technologies?

People Systems professionals serve as a critical bridge between HR and IT teams during the implementation of new HR technologies. They translate HR's functional requirements into technical specifications, coordinate user acceptance testing, and facilitate smooth data integrations. Frequent meetings, clear documentation, and joint problem-solving sessions are common, ensuring that both compliance and system usability standards are met. This collaborative approach helps ensure successful deployment and ongoing support of HR systems.

What job makes $10,000 a month without a degree?

People Systems roles typically involve managing HR, payroll, or employee data, and generally require relevant experience or certifications rather than a degree. High-paying jobs that can reach $10,000 a month without a degree include skilled trades like commercial plumbing, certain sales positions, or specialized technical roles such as network or cybersecurity technicians, which often emphasize skills and certifications over formal education.

What is the happiest job in the world?

While happiness in a job varies by individual, roles such as people systems professionals often report high job satisfaction due to their focus on improving workplace culture, employee engagement, and organizational development. Factors like positive work environment, meaningful work, and work-life balance contribute to job happiness across various roles.

What is the difference between People Systems vs HRIS Specialist?

AspectPeople SystemsHRIS Specialist
CredentialsTypically requires HR or IT certifications, familiarity with HR softwareOften requires HRIS-specific certifications and technical skills
Work EnvironmentWorks within HR or IT departments, often in corporate settingsWorks closely with HR teams and IT, often in large organizations
Employer & Industry UsageUsed across industries for HR managementPrimarily in organizations with complex HRIS systems
Search & Comparison IntentUnderstanding HR systems and their managementTechnical details of HRIS system implementation and support

People Systems professionals focus on managing and optimizing HR-related software platforms, ensuring smooth HR operations. HRIS Specialists have a more technical role, handling system configurations, data integrity, and technical support for HRIS platforms. While both roles overlap in HR technology, People Systems roles are broader, encompassing strategy and user experience, whereas HRIS Specialists focus on technical system management.

What jobs pay 2000 a day?

In the People Systems field, high-paying roles such as senior HR consultants, talent acquisition directors, or HR technology project managers can earn around $2,000 per day, especially with extensive experience and specialized skills. These positions often require advanced certifications, strong leadership abilities, and the ability to manage complex systems or large teams in corporate environments.

What does a people systems specialist do?

A people systems specialist manages and maintains human resources information systems (HRIS) to ensure accurate employee data, streamline HR processes, and support reporting and analytics. They often work with HR teams to optimize system functionality, troubleshoot issues, and implement updates or new tools, requiring knowledge of HR practices and technical skills in software platforms.

What are the key skills and qualifications needed to thrive as a People Systems Specialist, and why are they important?

To thrive as a People Systems Specialist, you need expertise in HR processes, data analysis, and a solid understanding of HRIS platforms, often backed by a degree in human resources or information systems. Familiarity with HR technologies such as Workday, SAP SuccessFactors, or Oracle HCM, as well as experience with system implementation and reporting tools, is common. Strong communication, problem-solving, and project management skills help you collaborate effectively and drive process improvements. These abilities ensure efficient system administration, data integrity, and seamless support for HR operations.

What are People Systems?

People Systems refer to the technology platforms and software used by organizations to manage their human resources processes, such as payroll, benefits administration, performance management, and employee data. These systems are sometimes called Human Resources Information Systems (HRIS) or Human Capital Management (HCM) systems. They help HR teams streamline operations, ensure compliance, and provide data-driven insights for better decision-making. People Systems can include tools like Workday, SAP SuccessFactors, and ADP.
More about People Systems jobs
What cities are hiring for People Systems jobs? Cities with the most People Systems job openings:
What states have the most People Systems jobs? States with the most job openings for People Systems jobs include:
What job categories do people searching People Systems jobs look for? The top searched job categories for People Systems jobs are:
People Systems jobs near you
Infographic showing various People Systems job openings in the United States as of June 2026, with employment types broken down into 1% As Needed, 69% Full Time, 27% Part Time, and 3% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $68,438 per year, or $32.9 per hour.
Director, People Systems & Analytics

Director, People Systems & Analytics

Apptronik

Austin, TX • On-site

Full-time

Posted 17 days ago

Job description

Apptronik is a human-centered robotics company developing AI-powered robots to support humanity in every facet of life. Our flagship humanoid robot, Apollo, is built to collaborate thoughtfully with people, starting with critical industries such as manufacturing and logistics, with future applications in healthcare, the home, and beyond.
We operate at the cutting edge of embodied AI, applying our expertise across the full robotics stack to solve some of society's most important problems. You will join a team dedicated to bringing Apollo to market at scale, tackling the complex challenges like safety, commercialization, and mass production to change the world for the better.
JOB SUMMARY
We are looking for a Director, People Systems & Analytics to lead our HRIS implementation and build the people data infrastructure that will scale with our business. This is a high-impact, hands-on leadership role at a robotics company in rapid growth mode, you will drive one of the most consequential people systems investments we will make while building the analytics capabilities that give our leadership team real-time visibility into workforce health.
The ideal candidate is a systems-oriented leader who brings deep HRIS implementation experience and a genuine passion for data. You know how to run a complex implementation by managing vendors, aligning stakeholders, and holding a timeline. You bring the analytical depth to configure and leverage the system in a way that actually tells the story of our people. You are as comfortable in a steering committee as you are building a workforce dashboard from scratch.
ESSENTIAL DUTIES AND RESPONSIBILITIES or KEY ACCOUNTABILITIES
HRIS Implementation & Program Leadership
  • Transform, mature and elevate the People Operations foundation to manage rapid growth, expansion domestically and internationally
  • Serve as the internal program lead for our HRIS implementation, owning scope, timeline, stakeholder alignment, and executive reporting throughout the project lifecycle
  • Manage day-to-day relationships with the implementation partner; hold the SI accountable to deliverables, quality, and timeline while protecting the company's interests
  • Lead change management efforts across HR, Finance, and IT to ensure successful adoption; develop training materials, communication plans, and rollout sequencing
  • Drive configuration decisions for HCM, Benefits, and Payroll modules in alignment with business requirements and best practices
  • Oversee data migration strategy and execution ensuring clean, auditable, and complete people data enters the new system
  • Manage integrations between the HRIS and adjacent platforms (payroll processors, equity management, benefits carriers, ATS) in partnership with IT
  • Build the internal systems ownership model post-go-live: define ongoing governance, admin responsibilities, and upgrade management processes

People Analytics & Insights
  • Build people analytics capabilities that give leadership real-time visibility into workforce cost, headcount trends, attrition risk, and org health
  • Design and maintain dashboards and reporting frameworks that translate raw people data into decision-ready insights for the executive team and board
  • Partner with Finance on headcount planning, workforce cost modeling, and scenario analysis for fundraising, board reporting, and organizational change
  • Develop a people data governance framework: define data standards, ownership, and quality controls across all HR systems
  • Partner with the VP, People Operations & IT to determine the AI strategy, productivity metrics, and deployment plan for the People function; contribute to the broader organizational strategy
  • Identify and close gaps in data quality, system coverage, and reporting maturity as the company scales

Cross-Functional Partnership & Stakeholder Management
  • Act as the primary systems and analytics partner to the VP, People Ops, CIO, CFO, and executive team, translating business questions into people data solutions
  • Partner with Talent Acquisition, HR Business Partners, IT and Finance to ensure data flows cleanly across all workforce processes
  • Advise hiring managers and HR business partners on how to interpret and act on people data; build their analytical fluency over time
  • Ensure all people systems and data practices remain compliant with applicable privacy regulations, FLSA, and state and local requirements across all operating locations

SKILLS AND REQUIREMENTS
  • Proven experience leading or co-leading a major HRIS implementation (Workday, SAP, or equivalent)
  • Strong project management discipline; able to manage a complex multi-workstream implementation with a cross-functional team and external SI partner
  • Demonstrated ability to build people analytics programs and translate workforce data into executive-level insights
  • Exceptional stakeholder management and executive communication skills; comfortable presenting to the C-suite and Board
  • High integrity and discretion in handling sensitive people data
  • Embodies our values: Curiosity, Humility, Integrity, Passion, and Creativity (CHIPC)

EDUCATION and/or EXPERIENCE
  • 12+ years of progressive experience in HRIS, People Analytics, or a combined role, with at least 3 years in a leadership capacity
  • Direct experience managing or leading a Workday (or equivalent) implementation project required
  • Demonstrated track record building or maturing people analytics capabilities at a venture-backed or high-growth technology company
  • Experience in robotics, deep tech, hardware, or a technical product company strongly preferred
  • Experience supporting a company through a fundraising round, secondary transaction, or pre-IPO systems review is a strong plus
  • Bachelor's degree in HR, Business, Information Systems, or a related field; advanced degree a plus

PHYSICAL REQUIREMENTS
  • Prolonged periods of sitting at a desk and working on a computer
  • Must be able to lift up to 15 pounds at times
  • Vision to read printed materials and a computer screen
  • Hearing and speech to communicate in person and via video conference

*This is a direct hire. Please, no outside Agency solicitations.
Apptronik provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

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