About the Role
We’re looking for a Senior People Program Manager who brings structure to complexity and keeps people at the center of every program. This is not a role for someone who manages tasks — it’s for someone who drives the evolution of how our People team operates. You’ll own execution across our highest-priority HR initiatives, from technology implementations to global program rollouts, while serving as the connective tissue between People leadership and every cross-functional partner involved. You bring clarity to ambiguity, accountability to workstreams, and genuine care for the employee experience that sits behind every project you ship.
What You’ll Do
- Own end-to-end program management for critical HR initiatives: HR tech implementations, compensation and performance cycles, goal-setting programs, engagement surveys, benefits open enrollment, and contingent workforce programs.
- Build and maintain detailed project plans with clear milestones, owners, dependencies, and risk mitigation strategies.
- Run structured cadences — standups, steering committees, retrospectives — and maintain transparent status reporting that keeps stakeholders ahead of problems, not behind them.
- Serve as the central coordination point between People leadership, Legal, Finance, IT, and other cross-functional partners — aligning on scope, flagging risks early, and keeping decisions moving.
- Develop rollout plans, communications, and enablement materials for new programs and system changes, shaped for a global employee base with varying technical fluency and regional context.
- Lead M&A people integration workstreams as needed — a distinct, high-complexity body of work requiring dedicated planning, precision, and cross-functional coordination.
- Identify and implement process improvements that reduce manual effort, improve the employee experience, and make programs repeatable and scalable year over year.
What We’re Looking For
- 5+ years in Program or Project Management, with at least 3 years leading programs within HR, People Operations, or a related function — including exposure to M&A people integration work.
- Demonstrated experience managing multiple concurrent programs with competing priorities and real interdependencies — and a track record of delivering on time and in scope.
- Experience leading or managing a technology implementation or migration, whether as a hands-on admin or as the PM driving end-to-end delivery; familiarity with modern HR tech stacks — Workday, Greenhouse, Zendesk, Slack, Confluence — and comfort using data and reporting to inform program decisions.
- Proficiency with project management tools such as Asana, Jira, or Smartsheet to manage workstreams, track dependencies, and maintain stakeholder visibility.
- Actively uses AI tools (Claude, ChatGPT, Gemini, or similar) to accelerate your own work - drafting communications, building project plans, analyzing data, and automating repetitive tasks — with a forward-looking curiosity about how AI can improve HR programs and operational efficiency.
- Strong written communication skills — you can write a project brief, a leadership update, and an all-hands FAQ with equal confidence.
- Comfortable operating at both the strategic and tactical level: you can present a program roadmap to leadership and then jump into the details to unblock a workstream the same afternoon.
- You see reprioritization as a normal part of the work, not a disruption.
