Human Resources Program Manager

The Role – Manager, HR Programs

We are seeking an experienced HRBP with a grounding in HR program management to help us turn our strategies and objectives into tangible deliverables; build our capabilities to manage projects and annual programs efficiently and effectively in a structured manner; and, launch our HR analytics program. You will also work closely with the HR leadership team in designing and managing employee relations change initiatives such as HR and employer branding.

In this role, you will collaborate with all levels of the organization to ensure the successful planning, implementation, and completion of specific HR programs, projects and initiatives that attract, engage, and retain talent. You will support the development of our HR KPI dashboard. Drawing on your HRBP experience, you will help us identify, evaluate, and implement the processes, systems, policies, tools and best practices that will help us to drive and sustain a positive employee relations environment. Your HRBP experience will also help us ensure that our HR strategies, programs, projects and analytics address real stakeholder needs.

To be successful, you must be comfortable taking ownership of work, contributing to the making of decisions and then executing them while ensuring appropriate buy-in, understanding and pace of change. You will have prior experience in managing, planning and organizing HR projects with multiple work streams from initiation to completion. You will also have a demonstrated ability in building partnerships with stakeholders at all levels, and in leveraging your HRBP experience to provide us with actionable insights.

Our US HR organization is lean. We operate in a “roll up your sleeves” environment where no one is afraid to get their hands dirty by jumping into and supporting different HR team efforts. HR professionals who have worked both in multinational companies and start-ups will be most comfortable in our workspace.

The Manager, HR Programs will report directly to the Senior Director of US Human Resources. The incumbent will also work very closely with the head of US talent & reward.

Key Responsibilities

HR Strategic Support: Assist the Senior Director, HR and the HR leadership team in the development and implementation of the HR strategy and roadmap. Provide support in turning the team’s goals & objectives into tangible deliverables and executable projects. Evaluate and present recommendations for HR structural improvements that align with our business objectives, ensuring that our workforce is engaged, agile and responsive to the company’s business environment. Offer input on and

Change Management: Oversee project-related change management activities to ensure successful adoption of new processes, procedures and systems/tools by leaders and employees. Manage change and promote the continuous improvement of project management-related processes. Contribute to process improvement initiatives aimed at enhancing program delivery.

HR Analytics: Help create and manage meaningful HR executive dashboards and analytics to deliver actionable insights to business and HR leadership, including leadership summaries on such metrics as retention and development of top talent, succession planning, hiring, promotions, turnover, etc. Partner with HR leadership team members on the dashboard design and continuous improvement.

HR Branding: Support HR leadership in developing the region’s HR value proposition and building its HR brand. Assist with preparing and executing an integrated communication strategy which builds employee morale, productivity, retention, and policy compliance. Work with stakeholders and HR leadership to craft a strong employer brand which tells the company’s story in a compelling way.

Annual Program Leadership: Lead the design and execution of the organization-wide goal-setting, performance management, merit planning, and employee engagement surveys, as well as other related activities to include system scoping & administration, communications, survey result-analysis dashboards, process insight analytics, and program debriefs.

Project & Program Management Execution: Manage all aspects of assigned HR projects and annual programs, including testing, audits, milestones and critical path responsibilities, ensuring they are completed within established timelines. Utilize and/or create project management tools to track and manage projects and annual programs effectively. Schedule and facilitate project and annual program meetings to ensure key milestones are achieved or exceeded. Create and publish a project and annual program dashboard and calendar to ensure transparency and alignment across stakeholders.

Project & Program Management Risk Assessment: Identify and brief HR leadership on risks and/or issues that may impact the execution and successful delivery of HR projects and annual programs (e.g., resource availability, functional discrepancies, testing errors, etc.). Develop options and solutions for problems, escalating as appropriate for resolution. Create risk mitigation plans where needed.

Communication and Collaboration: Ensure the timely delivery of HR projects and annual programs by proactively communicating with management regarding the progression of projects, task tracking, quality management, budget/cost management, and change management. Maintain open communication channels with key stakeholders to ensure alignment of project scope with respective business requirements and to translate business strategy into project objectives. Support change adoption and project / program execution by developing relevant communications plans and preparing briefings for target audiences.

Operational Excellence: Where a formal project and/or annual program management team has been created, forecast required timelines for individual project assignments, allocate team resources in proportion to task scope and depth, and adjust team member assignments and deadlines as priorities and requirements change.

Desired background

• Business acumen with experience in working within organizations to gain stakeholder buy-in and build support for delivering change initiatives, projects and annual programs.

• Demonstrated HR program design and management skills including conducting needs assessments, planning work, prioritizing and managing details, keeping multiple tasks/projects on track, time management, and delivering results within tight deadlines.

• Experience with developing and successfully executing change initiatives and comprehensive project rollout plans.

• Demonstrated history of establishing and maintaining a healthy and engaging employee relations environment.

• Knowledgeable about best HR analytics practices; prior experience in supporting the implementation of an HR KPI dashboard is a plus.

• Excellent stakeholder manager skills with the agility to adjust style for various audiences to articulate complex issues clearly and succinctly.

• Proven capability to learn rapidly and think and move quickly, manage multiple priorities, and make difficult tradeoffs to meet deadlines, especially in fast-paced ambiguous situations.

• Ability to coach others and work collaboratively with others across functions and geographies.

• Can operate at both a strategic and operational level.

Qualifications

• Bachelor’s degree or higher, ideally in Human Resources, business or related fields.

• Minimum of 7 -10 years of progressively more responsible HRBP experience coupled with a demonstrated background in organizing, managing, and executing complex projects and/or annual programs in one or more HR fields (i.e. organization development, learning, HR metrics, performance management, rewards, etc.)

• Strong quantitative and qualitative analytical skills.

• Proficiency in Microsoft Excel, Word and PowerPoint; experience with creating project management tools and/or working with project management software.

• Prior professional experience in a complex, matrixed, global organization as well as in a lean, fluid start-up environment.

• PM and/or HR (e.g., PHR, SPHR) certification is a plus.