Program Manager, People

Role Overview

• Drive Cross-Functional Delivery: Own the full lifecycle of high-visibility initiatives—from initial concept and project chartering to final implementation and adoption.
• Manage Team-Wide Sequencing: Partner with the Chief of Staff to prioritize the People team's collective backlog, ensuring resources are focused on the most impactful organizational needs.
• Rapid Re-Scoping: Demonstrate the agility to shift project goals and timelines mid-stream as business priorities evolve, without losing operational rigor.
• Standardize with "Low Friction": Establish repeatable project management frameworks that provide leadership visibility without slowing down the team’s creative work.
• Proactive Risk Mitigation: Identify potential roadblocks to employee adoption early and design mitigation strategies that prioritize a positive employee experience.
• Quality & Process Rigor: Maintain the "source of truth" for all People projects, ensuring documentation is accurate, accessible, and professional.
• Adopt a "Customer First" Mindset: Treat every People initiative as a product launch where the employees and managers are the end users.
• Design for Adoption: Proactively identify and remove "friction points" in process rollouts to ensure a seamless experience for the organization.
• Build High-Touch Enablement: Create intuitive leader toolkits, FAQs, and feedback loops that empower stakeholders to succeed with minimal overhead.
• Iterate Based on Feedback: Use real-time sentiment and adoption data to pivot program designs, ensuring they solve actual user problems.
• Establish "Just Enough" Governance: Build documentation standards and project rituals that provide maximum visibility with minimum "process tax".
• Dynamic Sequencing: Partner with the Chief of Staff to manage the intake of new ideas, ensuring the team is focused on the highest-value work for the customer at any given time.
• Navigate Ambiguity with Grace: Shift gears fluidly as business needs evolve, maintaining momentum even when project charters need to be rewritten mid-sprint.
• Clear & Empathetic Communication: Translate technical or complex project updates into concise, human-centric narratives for executive and all-company audiences.
• Anticipate resistance points and proactively develop mitigation strategies to drive sustained behavior change.
• Apply structured change management methodologies to drive enterprise-wide adoption and sustained behavior change.
• Create leader toolkits, FAQs, enablement materials, and feedback loops to reinforce long-term program success.
• Measure adoption and program impact, iterating as needed to achieve intended outcomes.
• Identify opportunities to improve process efficiency and program scalability.

Requirements

• 8+ Years of Experience: Leading complex, multi-workstream initiatives in high-growth, remote-first environments.
• Methodological Fluidity: Expert-level knowledge of Agile and hybrid models, with the wisdom to know when to follow the process and when to break it for the sake of the customer.
• Stakeholder Empathy: Proven ability to influence and lead cross-functional groups by understanding their unique pain points and goals.
• Outcome Over Output: A track record of measuring success by "adoption and impact" rather than just "on-time delivery".
• Strong understanding of core HR domains (performance, engagement, workforce planning, talent development, compliance, total rewards).
• Demonstrated success leading complex, cross-functional projects in high-growth, remote-first environments.
• Proven ability to manage multiple stakeholders and competing priorities with minimal oversight.
• Excellent organizational, facilitation, and communication skills.
• Comfort working in environments with evolving scope and shifting priorities.
• Data-informed mindset with the ability to track and report on program health and impact.