Senior Technical Project Manager, HRIS | Contract

Playlist is looking for a Senior Technical Project Manager to lead one of their most consequential People Operations initiatives: a full-scale HRIS platform migration. In this role, you'll own the end-to-end delivery of this transformation, partnering closely with HR, Payroll, IT, and Finance to ensure a smooth transition.

Responsibilities:

• Own end-to-end project delivery for the HRIS migration, from discovery and planning through go-live and hypercare
• Build and maintain a master project plan with milestones, owners, dependencies, and a locked go-live target
• Lead data migration planning — including field mapping, data cleansing, validation checkpoints, and reconciliation between legacy and target systems
• Coordinate across the implementation vendor, internal IT, HR, and Payroll to keep workstreams in sync and accountability clear
• Drive configuration and testing across core modules: payroll, benefits, onboarding, time & attendance, and integrations
• Develop a detailed cutover plan including parallel run strategy, rollback contingency, and go/no-go criteria
• Identify risks, dependencies, and blockers early, then help teams navigate decisions with clarity and urgency
• Lead change management and training efforts so HR teams and employees are ready — not just technically enabled — from day one
• Create communication plans that keep stakeholders informed and engaged at every stage
• Build repeatable project management practices and documentation that outlast the implementation

Requirements:

• 5+ years of project management experience, with at least one full-cycle HRIS implementation from discovery through go-live and hypercare
• Hands-on experience with enterprise HRIS platforms — functional knowledge of modules, data structures, and integration patterns
• Experience managing complex, cross-functional implementations with multiple workstreams, vendors, and competing priorities
• Strong data migration experience: mapping, cleansing, validation, and reconciliation between legacy and target systems
• Solid understanding of People Operations programs and the employee lifecycle — payroll, benefits, onboarding, and compliance
• Ability to translate between technical and functional teams — you speak both HR and IT
• Clear, direct communication skills with the ability to escalate risks honestly and keep leadership aligned without surprises
• Experience supporting change management and driving adoption of new systems and processes
• Exposure to compensation, recruiting, or similar People tools is a plus, but not required