People Operations Integrations Developer
Job description
About the role
Modern HR operations rely on integrations that replace legacy, manual workflows. This role sits at the center of building and extending Vercel-powered tools that streamline People Operations and move the organization toward a headless, composable HR tech stack.
People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.
Key facts
What you'll do
Reliable, secure, and scalable Workday integrations are delivered through ownership and collaboration across People, Finance, IT, and Engineering. These integrations replace busywork and support core workflows such as hire-to-retire, compensation, benefits, and organizational management.
Clear documentation ensures stakeholders and downstream systems can rely on consistent data flows.
Effective monitoring and proactive troubleshooting of integration health are performed alongside technical and functional partners. Issues are resolved through joint efforts that keep HR systems available and accurate.
Modern HR systems are kept resilient through testing, security, and change-management practices aligned with organizational scale. These practices protect data integrity and support safe evolution as the company grows.
Requirements
Hands-on experience building and maintaining Workday integrations using EIB, Core Connectors/Cloud Connect, Workday Studio, and APIs is mandatory. Generative AI and agentic coding platforms enhance capability in this area.
Understanding functional workflows beyond technical mappings is required so that stakeholders receive correct and timely data movement. Clear communication translates technical integration details for both technical and non-technical audiences.
Independent ownership of discrete integration projects is required, with guidance provided for complex or ambiguous problems. Workday Extend experience is a plus for extending native HR capabilities.
Nice to have
Experience using Workday Extend to build applications is a plus.
Skills & tools
Core integration platforms include Workday components such as EIB and Workday Studio. Composable HR tech and headless architectures guide tool choices and architectural decisions.
Practical notes
US authorization may be required. Typical interview steps
People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.
Good to know
Modern HR technology often relies on composable architectures and APIs to connect systems and services. Headless HR tech separates data layers from presentation for flexibility and faster iteration. Integration platforms manage data flow between payroll, HRIS, and employee tools with resilient monitoring. Agentic workflows and AI tooling can automate data transformations and reduce repetitive manual mapping. Cloud-based integration patterns use versioned interfaces and resilient monitoring to support reliability.
Questions to ask
Worth asking in any interview: how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve this year. Asking what past hires did well is a strong final question. Keep the list short and pick the questions that matter most to you.
Career growth
People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.