Director of Engineering, HRIS Core Flows

Rippling HRIS is the system of record for employee and organization data and the control plane for the workflows that change it. Were looking for an Engineering Director to lead the teams responsible for employee transitions employee terminations and a new AI-assisted HR workflow charter.

In this role you will lead a 15-person organization focused on making high-stakes employee lifecycle workflows faster more reliable and easier to operate at enterprise scale. You will define the product and technical strategy for AI-assisted workflows that help customers understand employee-change requests gather missing information coordinate approvals and execute approved changes with transparency human oversight and auditability.

• Manual to agentic: Employee lifecycle workflows should do more of the work. Today many processes still depend on an admin knowing the right sequence collecting context coordinating stakeholders and following through manually. The opportunity is to make the product an intelligent partner while preserving human judgment transparency and control.
• High-stakes product surface: Transition and termination flows touch some of the most consequential employee changes and have downstream effects across HR payroll benefits IT and finance. The product must make complex cases feel simple without hiding the underlying controls.
• Enterprise readiness: Large enterprises bring deeper hierarchies more policies fine-grained permissions global variation larger bulk operations and more integrations. The system needs predictable performance reliability correctness and auditability as those dimensions compound.
• Unified leadership: A combined 15-person team needs one leader accountable for the product strategy technical direction org design talent bar and cross-functional operating model across the full charter.

• Define the product and technical strategy for an Agentic HRBP that helps customers reason about prepare approve and execute employee changes.
• Move beyond a conversational front end: connect agents to durable workflow execution company policy employee context permissions approvals and observable outcomes.
• Establish the trust model for high-stakes actions including clear user intent human checkpoints where appropriate explainability safe failure modes and complete audit trails.
• Create a reusable approach that accelerates new agentic use cases instead of producing one-off demos or brittle automations.

• Make Transition & Termination dependable for large complex companies across organization structures employment types countries policies and connected systems.
• Raise the bar for performance availability correctness bulk operations observability and recovery across synchronous and asynchronous work.
• Partner directly with enterprise customers and go-to-market teams to identify the cases that break at scale and translate them into a durable product and platform roadmap.
• Modernize the underlying architecture while continuing to deliver customer-facing improvements; sequence the work so the transformation creates leverage rather than a prolonged rewrite.

• Lead and develop a combined 15-person team including managers senior ICs and emerging leaders as the organization evolves.
• Clarify ownership decision rights quality bars and operating rhythms across the Transition & Termination and Agentic HRBP charters.
• Hire and retain exceptional talent raise the leadership bench and create an environment where product design data AI and engineering operate as one team.
• Represent the charter in company-level planning and make clear trade-offs across near-term customer commitments foundational investments and long-term bets.

• Experience as an Engineering Director or equivalent leader overseeing a multi-team product engineering organization.
• Experience leading through managers and senior technical leaders with a track record of developing leadership capacity rather than becoming the decision bottleneck.
• Experience owning high-stakes workflow-heavy products or platforms where correctness permissions policy auditability and integrations matter.
• Experience scaling products for complex enterprise customers including operational edge cases and cross-functional dependencies.
• Strong product judgment and technical depth including the ability to evaluate architecture sequencing migration risk and platform investment trade-offs.
• Experience delivering a major product or system transformation while continuing to ship customer-facing improvements.

• Experience with AI agents AI-assisted workflows decision automation workflow orchestration or intelligent enterprise products.
• Experience with HR payroll benefits IT identity finance compliance or other employee-system domains.
• Experience with global products that must support country-specific policies permissions localization and audit requirements.
• Experience building platforms for bulk operations asynchronous workflows observability and recovery.

Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race religion color national origin ancestry physical disability mental disability medical condition genetic information marital status sex gender gender identity gender expression age sexual orientation veteran or military status or any other legally protected characteristics Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation please email

Rippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office-based employees (employees who live within a defined radius of a Rippling office) Rippling considers working in the office at least three days a week under current policy to be an essential function of the employees role.

This role will receive a competitive salary benefits equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here.

A variety of factors are considered when determining someones compensationincluding a candidates professional background experience and location. Final offer amounts may vary from the amounts listed below.

The pay range for this role is:

216000 - 378000 USD per year (US Tier 1)