Docebo
SaaS
SeniorPeopleSystems&AISpecialist
“Senior People Systems & AI Specialist at Docebo. Skills: AI, automation, People Systems, workflow orchestration. Own and maintain a pipeline of AI and automation use cases across People (lifecycle, Talent Acquisition, Total Rewards, Payroll, People Ops service, Workplace, and adjacent workflows).. Prioritise initiatives based on impact, risk, feasibility, and alignment with People and business strategy, in partnership with People leadership and key stakeholders.”
What You'll Achieve.
turning traditional Talent Acquisition, Total Rewards, Payroll, lifecycle, and service processes into intelligent, AI‑enabled experiences for employees, managers, and People teams.; move away from manual execution and coordination towards strategy, design, and advisory work.; automation rates; time‑to‑resolution; error/rollback rates; satisfaction; time freed for People teams
Industry & Context.
analytical skills; data‑driven able to define metrics, work with BI tools/partners, and turn insights into roadmap and design decisions; Design decision‑support agents that continuously analyse data and surface recommendations, scenarios, and risks
What They're Looking For.
Must Have
5+ years of experience in HR Technology, HRIS ownership, Product Management, People Analytics, or related fields, with substantial time operating as a senior or architect‑level individual contributor., hands‑on experience with enterprise HR systems (e.g. , Dayforce, Workday, SuccessFactors or similar) and adjacent tools (ATS, compenefits, payroll), including configuration and workflow design., Demonstrated track record of designing and delivering production‑grade automations or AI‑enabled workflows in HR or adjacent business domains, not just prototypes., Current, practical AI fluency: you can point to specific LLMs, agents, orchestration tools, or automation platforms you use, what you’ve built with them, and how they’ve changed your own way of working., Experience designing modern, user‑centric experiences for employees, managers, or People teams—ideally embedded in collaboration tools or in‑product workflows., analytical skills and a data‑driven able to define metrics, work with BI tools/partners, and turn insights into roadmap and design decisions., Excellent stakeholder management skills across People teams (People Ops, HRBPs, Talent, Rewards, Payroll, Workplace, Learning), Product/AI, IT, Finance, and DataI, with a track record of influencing without authority., High standards for data quality, privacy, security, and ethics, particularly when applying AI and automation to compensation, benefits, promotions, and other people decisions., communication and change‑management you treat documentation, enablement, and adoption as core parts of the job, not afterthoughts.
Nice to Have
Experience in a high‑growth or SaaS environment is strongly preferred.
What You'll Do.
Own and maintain a pipeline of AI and automation use cases across People (lifecycle, Talent Acquisition, Total Rewards, Payroll, People Ops service, Workplace, and adjacent workflows)., Prioritise initiatives based on impact, risk, feasibility, and alignment with People and business strategy, in partnership with People leadership and key stakeholders., Design and deploy agent‑driven workflows that orchestrate complex, multi‑step processes across systems and teams with minimal manual coordination (e.
, onboarding, offboarding, offer‑to‑hire, comp cycles, benefits/payroll events)., Collaborate with the People Systems Architect to ensure underlying workflows, states, and data structures are agent‑friendly (clear steps, owners, SLAs, and error paths)., Implement robust monitoring, logging, and alerting for AI‑enabled workflows so issues can be detected, investigated, and corrected quickly., Design decision‑support agents that continuously analyse data and surface recommendations, scenarios, and risks to People and business leaders (e.
, comp change validations, hiring and headcount insights, risk patterns in tickets and lifecycle events)., Partner with DataI to build and maintain dashboards underpinning these agents, with clear metrics and definitions., Establish review and override patterns so HRBPs and leaders own the decision logic while AI provides options, context, and risk flags., Design and implement always‑on advisory agents that provide context‑aware guidance to employees and managers on People topics, integrated into Slack, email, and internal portals, with clear escalation rules for high‑stakes or complex cases., Reimagine how employees, managers, and People teams interact with People systems by embedding experiences into the flow of work (e.
, AI‑powered nudges, in‑Slack performance and feedback touchpoints, contextual prompts around key lifecycle events)., Extend and enhance HRIS, ATS, compensation, and benefits tools through integrations, automation, and modern experience layers, rather than recreating functionality from scratch., Define and document AI guardrails: what agents can auto‑decide vs where human review is required, and how fairness, compliance, and explainability are safeguarded., Work closely with IT, Security, Legal, and DataI to align AI implementations with data privacy, security, and regulatory requirements., Create reusable patterns, templates, and documentation so AI capabilities can be extended by the People team over time., Track KPIs for automations and agents (e.
, automation rates, time‑to‑resolution, error/rollback rates, satisfaction, time freed for People teams) and iterate based on real usage and feedback.
How You'll Work.
Team & Collaboration
partner with People leadership and key stakeholders; Collaborate with the People Systems Architect; Partner with DataI; Establish review and override patterns so HRBPs and leaders own the decision logic; Work closely with IT, Security, Legal, and DataI
Communication Scope
communication and change‑management
Process & Methodology
Prioritise initiatives based on impact, risk, feasibility, and alignment with People and business strategy
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