Program Manager, Talent Management

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Program Manager, Talent Management based in United States.

This role leads the design, implementation, and ongoing management of strategic talent and people programs across a growing organization.
You’ll manage high-visibility initiatives spanning employee engagement, performance management, talent development, and organizational communications.
Working closely with People leadership, Operations, Analytics, Learning & Development, and Communications, you’ll turn strategy into well-executed programs.
The role combines structured program management with data-driven evaluation and continuous improvement.
You’ll help establish clear roadmaps, milestones, metrics, and communication plans that keep teams aligned and engaged.
Strong storytelling and stakeholder management will be essential as you translate complex people initiatives into clear, actionable messages.
This is an opportunity to influence employee experience and organizational effectiveness in a collaborative, inclusive, remote-first environment.

Accountabilities

• Lead end-to-end project and program management for key People initiatives, including annual engagement surveys, monthly pulse checks, annual performance reviews, quarterly check-ins, and interim review processes.
• Partner with People Operations, Analytics, and other stakeholders to ensure talent programs are delivered effectively, consistently, and on schedule.
• Evaluate program effectiveness using employee feedback, survey results, engagement metrics, and other data-driven insights, identifying opportunities for continuous improvement.
• Develop and execute clear communication strategies for People programs in partnership with senior People leadership, ensuring appropriate messaging, cadence, and audience alignment.
• Collaborate with Communications teams to develop executive messaging, talking points, and organization-wide communications using established channels and forums.
• Maintain a comprehensive manager resource hub containing SOPs, toolkits, guidance, and leadership resources.
• Co-design and facilitate manager-focused programs, including manager roundtables and leadership development initiatives, in partnership with Learning & Development.
• Build and maintain the annual People Strategy Roadmap, establishing milestones, KPIs, ownership, and measurement approaches.
• Track progress against strategic priorities and provide transparent reporting, status updates, and insights to People Team leadership.
• Lead quarterly strategy review sessions and support alignment throughout annual planning cycles.
• Manage multiple priorities simultaneously while maintaining high standards of organization, quality, confidentiality, and execution.

Requirements

• Bachelor’s degree in Human Resources, Business, Organizational Development, Communications, or a related field.
• 5+ years of progressive HR experience, with significant experience in HR program/project management or an HR Business Partner capacity.
• Demonstrated ability to translate business and people strategy into effective, audience-focused, and data-informed programs and communications.
• Strong project management capabilities, including defining projects and milestones, coordinating stakeholders, managing dependencies, and establishing and tracking meaningful metrics.
• Excellent written and verbal communication skills, with a strong storytelling ability and the capacity to make complex concepts clear and engaging for broad audiences.
• Strong strategic thinking and problem-solving skills, with the ability to use data and employee feedback to evaluate programs and guide improvements.
• Proven ability to work effectively within a matrixed organization and build productive relationships across multiple functions and levels.
• Strong discretion and judgment when handling confidential or sensitive employee and organizational information.
• Highly organized and detail-oriented, with a consistent focus on quality and follow-through.
• Comfortable collaborating closely with others while shifting between multiple projects, priorities, and deadlines in a dynamic environment.
• PHR or SHRM-CP certification is preferred.
• PMP certification is preferred.
• Experience with Culture Amp, UKG, and Monday.com is a plus.

Benefits

• Competitive compensation and a comprehensive benefits package.
• Flexible work schedules and remote work opportunities.
• Health, dental, and vision insurance covering up to 80% of premiums for employees, dependents, and domestic partners.
• 21 days of paid time off during the first year.
• 11 paid holidays plus two paid volunteer days.
• 12 weeks of paid parental leave for all new parents.
• Six weeks of paid sabbatical after six years of service.
• 401(k) plan with up to a 4% employer match.
• Stock options.
• Educational assistance and clinical employee reimbursement programs.
• Collaborative, inclusive, and remote-first working environment.
• Opportunities to contribute to meaningful initiatives while supporting professional and organizational growth.

How Jobgether works:

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.