Business Systems

At Lyft, our purpose is to serve and connect, cultivating an inclusive environment where all team members can thrive.

As the Business Systems Lead for Payroll & Time, you will lead Lyft's global migration onto Dayforce following recent acquisitions. Sitting within People Technology in Corporate Engineering and IT (CEIT), you'll join Lyft's Dayforce program at a formative moment: the initial rollout spans 12–15 countries over two-plus years, and you're joining early enough to directly shape how implementation, governance, and vendor management get done — not inherit a playbook someone else already wrote.

You'll be backed by a mature, experienced Payroll Operations team who bring deep subject-matter expertise, while you own the technical and functional side: driving requirements, directing our systems integrator, and building the governance and vendor management model you'll run long-term as the platform's product/service owner.

Sitting within People Technology in CEIT, you will drive requirements, make key functional decisions, and partner closely with Payroll Operations, HR, Legal, and Finance. You'll lead vendor delivery to ensure accurate, compliant payroll and time tracking across each migration wave, then own platform governance and vendor management long-term once the program stabilizes.

We're looking for someone who can act as the translation layer between operations, executives, and technical teams — equally comfortable explaining payroll concepts to engineers and system constraints to business stakeholders.

Responsibilities:

Own Requirements and Direct the Implementation Partner

• Serve as the internal functional owner for the Dayforce payroll and time migration, driving requirements and directing the systems integrator partner.
• Translate payroll policy, collective bargaining terms, and statutory requirements — as defined by Payroll Operations and Legal — into actionable technical specifications.
• Validate vendor configurations against country-specific rules, with joint sign-off alongside Payroll Operations, before go-live.
• Act as the primary functional escalation point, facilitating trade-off decisions between Payroll Ops, Legal, and vendor teams — owning the technical trade-off while deferring to Payroll Ops/Legal on compliance interpretation.
• Partner with Program Management to identify and mitigate risks across migration waves.

Drive Migration Waves End-to-End

• Scope requirements with cross-functional stakeholders ahead of each phased migration wave across the 12–15 country initial program.
• Lead parallel testing and payroll validation cycles to verify system logic against live pay rules prior to cutover.