Original listing text, shown exactly as published by the company.
Key responsibilities
- 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.g., 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.g., comp change validations, hiring and headcount insights, risk patterns in tickets and lifecycle events).
- Partner with Data/BI 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.g., 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 Data/BI 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.g., automation rates, time‑to‑resolution, error/rollback rates, satisfaction, time freed for People teams) and iterate based on real usage and feedback.
What you bring
- 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.
- Strong hands‑on experience with enterprise HR systems (e.g., Dayforce, Workday, SuccessFactors or similar) and adjacent tools (ATS, comp/benefits, 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.
- Strong analytical skills and a data‑driven mindset; 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 Data/BI, 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.
- Strong communication and change‑management skills; you treat documentation, enablement, and adoption as core parts of the job, not afterthoughts.
- Experience in a high‑growth or SaaS environment is strongly preferred.
Our Hybrid Work Philosophy 🤝Great work can happen anywhere but coming together helps us go further. Our team spends three days a week in the office (Tuesday-Thursday) to collaborate, solve problems, and learn from each other. With flexibility the rest of the week, it’s a balance designed to help everyone do their best work and keep growing.
Our Total Rewards Philosophy 🎉Our Total Rewards Philosophy centers around three core areas to reward and care for our People:
- Rewarding Impact: We lead with competitive pay to reward the impact, skills and traits that fuel our success.
- Fostering Holistic Wellbeing: We care deeply about and invest in the whole person with programs that support our people’s physical, mental, and financial well-being.
- Empowering Our Talent Culture: We build a culture of trust and empowerment by designing our rewards and benefits with transparency, equity, and flexibility, enabling our people to do their best work and stay for the long haul.
Our Promise to You 😍
- Financial Wellness: Own a piece of Docebo through our Employee Share Purchase Plan (ESPP) at a 15% discount, plus a competitive compensation package.
- Your Well-Being, Covered: You’ll get access to health benefits, so you can get the care you need when you need it.
- Rest, Relax, Repeat: Rest and recharge with paid vacation days, two company-wide Docebo Days, floating holidays for cultural celebrations, and your birthday off!
- Family First: We provide coverage offering you time with your little one(s) so you can soak up all those precious moments. Fun fact: we had 30 Docebian babies join the family in 2025!
- Connections That Count: Connect with global communities through our Employee Resource Groups (including PRIDE, DWA, BIDOC, and Green Ambassadors) and company-wide events that keep the fun rolling all year long.
About Docebo 💙At Docebo, we create seamless, AI-powered learning experiences for over 3,000 customers worldwide. We have successfully achieved two IPOs (TSX: DCBO & NASDAQ: DCBO), been recognized as a top SaaS e-learning solution, and are growing exponentially in the process. We're a global company, with office across North America, EMEA, APAC, and beyond. Our team is guided by five core values—Grow Together Win Together, Build with Our Customer, Clear is Kind, Own Outcomes, Progress Over Perfection—that shape everything we do. If this resonates with you, now is the perfect time to join one of the fastest-growing learning technology companies in the world.
Docebo is an Equal Employment Opportunity employer. We are committed to diversity and inclusion in our workforce. All qualified applicants and employees will receive consideration for employment regardless of their race, colour, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, citizenship status, age, disability, genetic information, or any other category protected under applicable law.
As a federal contractor, Docebo is committed to the principles of affirmative action and equal employment opportunity for protected veterans and individuals with disabilities. Docebo does not discriminate because of protected veteran status or on the basis of disability, and Docebo takes affirmative action to employ and advance in employment qualified protected veterans and individuals with disabilities.
Any individuals requiring a reasonable accommodation or would like to voluntarily disclose a disability or protected veteran status to assist with their employment application should send an e-mail to recruiting_accommodations@docebo.com. The email should also include the position you’re interested in.
