Senior Manager, HRIS Product Management & People Analytics

Leading the future in luxury electric and mobility At Lucid, we set out to introduce the most captivating, luxury electric vehicles that elevate the human experience and transcend the perceived limitations of space, performance, and intelligence. Vehicles that are intuitive, liberating, and designed for the future of mobility. We plan to lead in this new era of luxury electric by returning to the fundamentals of great design – where every decision we make is in service of the individual and environment. Because when you are no longer bound by convention, you are free to define your own experience. Come work alongside some of the most accomplished minds in the industry. Beyond providing competitive salaries, we’re providing a community for innovators who want to make an immediate and significant impact. If you are driven to create a better, more sustainable future, then this is the right place for you. Role Overview: The Senior Manager, HRIS People Technology serves as the primary IT partner and product owner for Lucid’s global HR technology ecosystem. This role leads HRIS platform strategy, product roadmaps, and employee experience technology across the full employee lifecycle—ensuring systems are scalable, secure, intuitive, and aligned to Lucid’s growth and operating priorities. Operating at the intersection of HR, IT, and analytics, this leader combines deep HRIS expertise with product management discipline and strong stakeholder engagement. The role owns HR technology outcomes (not data engineering), drives adoption and usability, and ensures trust in HR data—while partnering closely with Enterprise Data Warehouse (EDW), Governance, Risk Compliance (GRC), and Enterprise Architecture. Core Accountabilities: HRIS Product Leadership Employee Experience Technology Act as product owner for HRIS and People Technology platforms, including SAP SuccessFactors, Greenhouse, workforce management systems, Beeline, and related tools. Serve as the primary IT engagement lead and trusted advisor to People Operations, HR COEs, Talent, Talent Management, and Workplace teams. Own intake, prioritization, and roadmap planning for HR technology capabilities and HR analytics use cases. Translate HR strategy and scaling challenges into secure, high‑performing, and scalable technology solutions. Lead global and international HR technology rollouts in partnership with HR and IT counterparts. Strategy, Roadmaps Delivery Build and maintain a People Technology delivery roadmap aligned to HR priorities, enterprise IT strategy, and Lucid business goals. Balance resourcing, sequencing, and technical approaches across a fast‑growing environment. Partner with IT Leadership on strategic planning, budgeting, and operating models (including onshore/offshore). Collaborate with Enterprise Architecture to align on technical standards and solution recommendations. Platform Operations, Integrations Automation Oversee configuration and optimization across Core HR, Talent Acquisition, Compensation, Time Absence, Payroll, Benefits, and related modules. Lead system integrations by partnering with integration teams—owning requirements, testing, and business validation. Conceptualize and enable automation opportunities that improve employee experience and operational efficiency. Support operational teams in maintaining and evolving platforms such as SuccessFactors, Greenhouse, SAP Workforce, and vendor‑supported tools. People Analytics, Reporting Data Stewardship Own people analytics and HR reporting outcomes, focusing on usability, adoption, and decision support. Define standard people metrics, KPIs, and reporting expectations in partnership with HR leaders. Act as the business data steward for HR and people data. Partner with the centralized EDW team for data definitions, governance, and enterprise enablement—without duplicating data engineering or pipeline ownership. Role clarity: This position is product‑ and outcomes‑focused. It does n ... (truncated, view full listing at source)