Your role in our mission
As our Program Manager, People Programs, you will design, launch, and scale programs that strengthen our workplace culture, foster growth, and drive retention. You will drive the day to day operations of core People programs—focusing on onboarding, performance management, engagement, and talent development. Partnering closely with HR Business Partners (HRBPs) and business leaders, you will help translate organizational needs into structured programs that support employees across their entire employee lifecycle.
Drive Employee Feedback & Action: Manage employee listening strategies (engagement surveys, pulse checks, exit insights). Translate complex survey data into actionable strategies for executive leadership and people managers.
Optimize Onboarding & Hybrid Connection: Refine onboarding workflows and resources to ensure new hybrid and remote hires are supported, informed, and connected from day one.
Enable Performance & Growth: Develop and maintain company-wide performance system. Partner with HRBPs to facilitate seamless performance cycles (OKRs, quarterly performance reviews, calibrations). Create lightweight toolkits to help managers give actionable feedback.
Scale Manager & Team Enablement: Identify core capabilities gaps alongside HRBPs to design and deliver practical manager workshops, learning tracks, and career pathing resources.
Measure Program Effectiveness: Establish clear program success metrics (participation, eNPS, retention, cycle completion).
Experience & Education: 5+ years in HR, People Operations, or Employee Program Management, with 2+ years directly involved in engagement, performance management, employee experience, or talent development programs. Bachelor’s degree required.
HRBP & Leadership Collaboration: Proven ability to partner effectively with HRBPs and other People Team leaders as well as coordinating across company leadership to execute programs.
Performance & Goal Systems: Direct experience coordinating performance management processes, calibration sessions, or goal-setting frameworks (e.g., Lattice, Culture Amp, Betterworks).
End-to-End Ownership: Proven track record of taking program concepts from initial design to full rollout, including change management and communications.
Analytical & Empathetic: Skilled at identifying human trends behind raw survey data and converting friction points into practical solutions.
Strong Communication & Facilitation Skills: Comfortable leading manager workshops, and writing clear internal communications.
Inclusion Mindset: Experience embedding diversity, equity, and inclusion principles into program design and supporting ERGs.
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