Title: Sr Manager People Systems Location: Burlington, Leawood United States Job Description: We Impact Lives Through Purpose-Driven Work in A People First Culture Ascend Learning, a leading healthcare and learning technology company, is the connection between a powerful portfolio of brands serving students, educators, and employers with outcomes-based, data-driven solutions across the lifecycle of learning. From testing to certification, Ascend Learning products are used by physicians, emergency medical professionals, nurses, allied health professionals, certified personal trainers, financial advisors, skilled trades professionals and insurance brokers. Headquartered in Burlington, MA, with additional office locations and hybrid and remote workers in cities across the U.S., Ascend Learning was recognized by Newsweek and Plant-A Insights Group as one of America's 2025 Greatest Workplaces as well as America's Best Places to work for Mental Well-Being for 2025. We're always looking for talented, passionate professionals to join us in our mission to help change lives. If this sounds like an environment where you'd thrive, read on to learn more. WHAT YOU'LL DO As Senior Manager of People Systems, you will serve as the solution architect and design authority for our SAP SuccessFactors ecosystem and connected HR platforms. This role owns system architecture, integration design, data models, and platform governance across Core HR, Talent, Learning, Payroll, and third party applications. You will lead a small team of People System professionals while remaining hands on in design decisions and complex solution work. This role partners closely with IT, Finance, Payroll, Talent Acquisition, Total Rewards, and Learning. WHERE YOU'LL WORK This position will work a hybrid schedule from our Burlington, MA or Leawood, KS office location preferred. Remote will be considered within the United States and requires working Eastern or Central time zone hours to support business needs. HOW YOU'LL SPEND YOUR TIME - Serve as the People Systems architect and design authority for SAP SuccessFactors, ensuring cohesive, scalable, and secure solution design across modules - Own and evolve the People Systems architecture roadmap, balancing business priorities, platform evolution, scalability, and technical debt - Design and govern system integrations and data flows across SAP, LMS, payroll, benefits, finance, and ATS platforms - Define and enforce architectural, configuration, and data standards including extensibility, security roles, and compliance controls - Establish and operate change, release, and regression testing governance, aligned with payroll, benefits, and financial close cycles - Lead HR technology architecture efforts for M&A initiatives, including due diligence, current-state assessments, data mapping, and cutover design - Lead, coach, and develop a small team of People System Analysts, providing technical guidance, design review, and prioritization - Act as an escalation point for complex design decisions and cross functional dependencies WHAT YOU'LL NEED - Bachelor's degree required (Information Systems, Computer Science, HR, or related field preferred) - 7+ years of experience in HRIS or People Technology roles - 3+ years in a lead, senior, or architectural ownership role, including direct people leadership - Hands-on experience supporting enterprise or multi-entity SAP SuccessFactors implementations - Deep expertise in SAP SuccessFactors Employee Central and at least two additional modules (e.g., Performance & Goals, Compensation, Time, Onboarding, Recruiting) - Strong experience designing and governing enterprise integrations (APIs, middleware, file-based, and event-driven) - Solid understanding of data architecture, master data governance, and system-of-record strategy - Experience designing role-based security, permissions, audit controls, and compliance guardrails - Demonstrated ability to operate architecture governance, change control, and design review forums - Proven ability to lead and develop small technical teams while remaining hands-on in solution design - Strong communication and influence skills across HR, IT, Finance, and executive stakeholders - Ability to travel up to 10%. Occasional travel for team meetings, planning sessions, design workshops, vendor engagements, or M&A activities BENEFITS - Flexible and generous paid time off - Competitive medical, dental, vision and life insurance - 401(k) employer matching program - Parental leave - Wellness resources - Charitable matching program - On-site workout facilities (Leawood, Gilbert, Burlington) - Community outreach groups - Tuition reimbursement Fostering A Sense of Belonging Our values-driven culture unifies our teams and inspires a mindset of action, innovation, and collaboration, with a relentless focus on customers. We seek out and celebrate all people and perspectives and cultivate an inclusive culture where everyone can thrive, feel valued, and be authentic. Our culture is firmly rooted in the belief that by embracing our differences and drawing on diverse perspectives, we are a stronger, more innovative, and more successful organization where employees experience a sense of belonging. Ascend Learning, LLC is proud to be an equal opportunity employer (M/F/Vets/Disabled). No agency or search firm submissions will be accepted. Applications for U.S.-based positions with Ascend Learning, LLC must be legally authorized to work in the United States, and verification of employment eligibility will be required at the time of hire. Nearest Major Market: Boston

• Provides administrative and compliance support to the People and Culture function • Focuses on documentation, coordination, reporting, and process execution • Ensures all people processes are completed accurately and on time • Coordinates recruitment activities, including scheduling interviews • Maintains recruitment trackers and provides regular status updates • Supports immigration processing and compliance tracking • Assists in payroll administration support

• Represent the People Team and CPO with professionalism in interactions with internal and external stakeholders, including employees, vendors, and senior leadership • Act as a trusted liaison for the CPO — attending meetings on their behalf, capturing key decisions, and pushing back diplomatically when calendar demand outpaces available time • Program manage the integrated People Roadmap, tracking cyclical processes and special projects to ensure the team's execution cadence is sequenced, predictable, and high-impact • Drive operational excellence by connecting the dots across siloed workstreams, turning one-off projects into scalable playbooks • Proactively identify overlaps, sequencing conflicts, and potential change fatigue across People programs, surfacing recommendations before they become problems for the broader organization • Identify and implement process improvements that enhance efficiency and clarity across the People Team • Manage the People Team's operating rhythm: facilitate meeting agendas and ensure strong follow-through on shared goals • Coordinate complex travel, including detailed itineraries and timely expense reporting • Execute on People programs end-to-end, including Bonusly distributions, Golden and Silver Gnome award fulfillment, and PX Workday ticket triage across the organization • Support offsites and events for the People Team and Employee Resource Groups, coordinating travel, accommodations, food, and participant communications • Support procurement efforts for the People Team, including purchase orders, change orders, invoice processing, and vendor onboarding steps such as legal and security reviews • Assist Organizational Development programs by supporting onboarding logistics, including facilitator scheduling, new hire surveys, calendar invites, and learning content updates — with growth opportunities to facilitate sessions and support new hires directly • Take on additional projects and responsibilities as business needs evolve

• Own end-to-end HR operations for an hourly workforce, including onboarding, payroll, benefits administration, compliance, and employee records management. • Manage recruiting and hiring pipelines from job postings through offers, scaling hiring plans as new markets open. • Maintain accurate employee records and system integrity across HR tools such as Gusto, Jobber, and others; conduct regular audits and data reconciliation. • Serve as the first point of contact for employee inquiries, resolving payroll and scheduling issues, and providing bilingual support to field teams (English/Spanish). • Drive process improvements by diagnosing root causes of discrepancies, updating workflows, checklists, and training to ensure consistency and scalability.