Rippling’s employee graph is the backbone of every product we build — every workflow, integration, and downstream system ultimately reads from or writes to it. The Employee Lifecycle team owns the moments when that graph changes (role transitions, profile updates, terminations) and the core surfaces where admins and employees interact with that data.
This role exists at a specific inflection point. Rippling’s HRIS product wins decisively in the SMB market; the next wave of growth is enterprise, and the gaps that stand between us and that market sit almost entirely in this surface area. The PM who takes this role will define how we close those gaps — sequencing the work, making the architectural calls, and shaping a product experience that holds up at enterprise scale. The goal is to move from parity to category leadership in enterprise HRIS.
The work itself is a rare combination. The underlying systems are genuinely complex — stackable changes to the employee record, bulk operations across tens of thousands of employees, downstream contracts with payroll, permissions, and every other Rippling product. The user-facing surfaces have to hide all of that behind interfaces that admins and employees can trust and navigate without thinking. Doing both well is the job.
You’ll own the roadmap end-to-end across Terminations, Transitions, Employee Apps, and the HRIS Platform layer. You’ll make the calls on what to build, how to sequence it, and where to draw the line between scale, latency, and velocity.