# Nicole Lowry

Nicole Lowry works in People Operations, with a focus on HR technology. Her posts describe configuring Rippling, building custom workflows and apps, and automating repetitive HR processes such as onboarding, referrals, and approvals.

- Profile: https://b2binfluencer.marketing/creators/nicole-lowry/
- LinkedIn: https://www.linkedin.com/in/nicole-lowry-phr-997728ab
- LinkedIn followers: 2,514
- Topics: hr, workflow-automation
- Based on 9 dated posts, latest 2026-09-30

## Summary

Nicole Lowry is most useful for practitioner views on Rippling workflows and People Ops automation.

- Best for: An HR technology consulting firm testing HRIS customization and People Ops automation content.
- Not for: A project management vendor seeking a high-volume paid conversion campaign with broad reach.
- Check first: Confirm sponsorship terms, rates, deliverables, audience data, and paid partnership status.

### Takeaways

- Lowry builds custom Rippling workflows and apps where no ready-made solution fits.
- Workflow examples include employee referrals, onboarding, approvals, notifications, and other People Ops processes.
- They spent one and a half years as a Rippling Wavemaker.

## Main ideas

- **Choose an HR platform for how well it adapts, not how many features it lists**: Lowry argues that implementing an HR platform should involve asking how work could improve, not simply getting the system live. The key test is whether a company can configure and adapt the platform to its processes as it changes.
- **Ask whether repetitive People Ops work can be automated**: Lowry describes a shift in approach: when a process repeats, consider automation before assigning it to someone to handle manually. Thoughtful HR technology can do more than reduce busywork; Lowry says it can give teams time back and leave HR more room for work that needs a human touch.
- **Build better solutions by sharing practice with peers**: Lowry presents collaboration as a way to learn what works and improve employee experiences, rather than treating solutions as something one practitioner develops alone. A post about the Rippling Wavemakers community frames this as a working principle; ask how often Lowry applies it in other settings.
- **Make everyday work tools feel suited to the people using them**: A lighter post extends Lowry’s interest in customization beyond HR systems: workplace software can be more pleasant and personal to use.

## Work to read

- [Building Rippling workflows around how a company actually works](https://www.linkedin.com/posts/nicole-lowry-phr-997728ab_hrtech-peopleoperations-hris-activity-7493300237868900352-bvxt)
- [One and a half years as a Rippling Wavemaker](https://www.linkedin.com/posts/nicole-lowry-phr-997728ab_peopleoperations-hrtechnology-rippling-activity-7487592102709719040-bD54)
- [A lighter look at project boards, with a feature request to monday.com](https://www.linkedin.com/posts/nicole-lowry-phr-997728ab_peopleoperations-projectmanagement-workplaceculture-activity-7494018297500397568--gqW)

## Brand relationships

- **Rippling** (disclosed_partnership)
- **monday.com** (mention)

## Partnerships

Nicole Lowry's public posts show a working relationship with Rippling: a year and a half as a Rippling Wavemaker, described as a community for HR leaders, alongside hands-on Rippling app implementations that turned repetitive people processes such as onboarding, referrals, and approvals into custom workflows. They don't disclose sponsorship packages, rates, deliverables, or partnership terms, so marketers should ask whether paid placements are available and what terms apply. A separate post addresses monday.com directly, asking for more colour palettes and board backgrounds; it reads as a product suggestion from a user rather than a sponsorship disclosure. For a campaign about HRIS customization and People Ops automation, an approach would need to focus on implementation practice and negotiate terms from scratch, rather than booking an existing ad slot. No official partnership or business inquiry route appears in their public posts, so inquiryUrl is left null.

## Alternatives

- Allie Ficker: Choose Allie Ficker if the collaboration should show AI handling concrete HR administration rather than focus mainly on configuring an HRIS. In a post about migrating 85 job records from BambooHR, Ficker describes using Claude and Google Drive to create an archive of job descriptions and a summary sheet. Another post walks through adding holidays to a shared calendar while checking the existing format and flagging a date conflict. Those examples offer practical material for a collaboration about automating repetitive HR work and checking the results.
- Andrea Diaz: Choose Andrea Diaz if the campaign is primarily about HR systems implementation or compliance risks surrounding hiring technology. One post describes helping a client move from scattered spreadsheets and email to an HRIS; another connects disparate-impact concerns to automated hiring decisions and employer review. That offers practical material for a collaboration about system foundations, compliance exposure, or responsible decision processes.
- Pablo Stuardo: Choose Pablo Stuardo if the buyer wants a strategic talent-technology discussion, especially around SAP SuccessFactors, skills-based organizations, or why HR technology projects fail. A post promoting a podcast interview identifies those themes, including change management, Talent Intelligence Hub, and job-profile governance. A separate post about SAP Connect reflects participation in that professional community.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/