HR Strategic Programs Manager

Achieve • Tempe, AZ

2d • Hybrid

About The Position

The HR Strategic Programs Manager is an individual contributor responsible for end-to-end management and execution of strategic HR programs that support the company’s people strategy. This role partners closely with HR Center of Excellence (COE) leaders, serving as the program owner and execution lead, while COE leaders serve as content and strategy owners. This role is ideal for a highly organized, execution-oriented HR professional with a strong project and program management background who can independently drive complex initiatives from concept through launch, measurement, and continuous improvement in a mid-sized company environment. What you'll do: Strategic HR Program Ownership Own and manage the development and execution of large scale, enterprise-level HR programs (e.g., performance management, talent development, succession planning, engagement, rewards, workforce initiatives) as an individual contributor. Co-own programs with HR COE leaders, translating strategic intent into clear scope, plans, and execution roadmaps. Serve as the primary point of accountability for program delivery, timelines, risks, and outcomes. End-to-End Program & Project Management Lead multiple concurrent HR initiatives through the full lifecycle: Program definition and planning Execution and launch Stabilization, measurement, and optimization Develop and maintain detailed project plans, milestones, dependencies, and success criteria. Proactively identify risks, manage tradeoffs, and resolve issues to keep programs moving forward. Provide clear, concise weekly status updates and decision support to HR leadership. Cross-Functional & Stakeholder Partnership Partner closely with HR COEs, HRBPs, Finance, Legal, IT, and Communications to ensure aligned execution. Influence without authority, coordinating work across contributors and stakeholders while maintaining accountability for outcomes. Support leader readiness and change adoption in partnership with HR and Communications. Measurement, Tracking & Continuous Improvement Define program KPIs, adoption metrics, and success measures in partnership with COE leaders. Track performance post-launch and deliver insights on effectiveness and impact. Lead post-implementation reviews and recommend enhancements, scalability opportunities, or future iterations. Maintain long-term program tracking and governance for sustained effectiveness.

Requirements

• 5+ years of progressive HR experience, with hands-on ownership of strategic HR programs.
• Demonstrated success managing complex, cross-functional initiatives as an individual contributor.
• A strategic mindset with an innovative, forward thinking approach. Willing to take risks and sees opportunity to move away from traditional HR practices to build more effective, outcome driven programs.
• Strong project and program management expertise, including structured planning and execution.
• Experience operating in mid-sized organizations (approximately 1,000–5,000 employees).
• Proven ability to manage ambiguity, prioritize competing initiatives, and deliver with limited oversight.
• Strong analytical, communication, and stakeholder management skills.
• Exceptional written communication skills, with the ability to translate complex initiatives into concise, compelling presentations, updates, and materials for varied audience

Nice To Haves

• Formal project management training or certification (PMP, Agile, etc.).
• Experience supporting transformation, scale, or operating-model change.
• Familiarity with HR technology platforms and data-driven HR practices.

Responsibilities

• Strategic HR Program Ownership
• Own and manage the development and execution of large scale, enterprise-level HR programs (e.g., performance management, talent development, succession planning, engagement, rewards, workforce initiatives) as an individual contributor.
• Co-own programs with HR COE leaders, translating strategic intent into clear scope, plans, and execution roadmaps.
• Serve as the primary point of accountability for program delivery, timelines, risks, and outcomes.
• End-to-End Program & Project Management
• Lead multiple concurrent HR initiatives through the full lifecycle: Program definition and planning Execution and launch Stabilization, measurement, and optimization
• Develop and maintain detailed project plans, milestones, dependencies, and success criteria.
• Proactively identify risks, manage tradeoffs, and resolve issues to keep programs moving forward.
• Provide clear, concise weekly status updates and decision support to HR leadership.
• Cross-Functional & Stakeholder Partnership
• Partner closely with HR COEs, HRBPs, Finance, Legal, IT, and Communications to ensure aligned execution.
• Influence without authority, coordinating work across contributors and stakeholders while maintaining accountability for outcomes.
• Support leader readiness and change adoption in partnership with HR and Communications.
• Measurement, Tracking & Continuous Improvement
• Define program KPIs, adoption metrics, and success measures in partnership with COE leaders.
• Track performance post-launch and deliver insights on effectiveness and impact.
• Lead post-implementation reviews and recommend enhancements, scalability opportunities, or future iterations.
• Maintain long-term program tracking and governance for sustained effectiveness.

Benefits

• 401 (k) with employer match
• Medical, dental, and vision with HSA and FSA options
• Competitive vacation and sick time off, as well as dedicated volunteer days
• Access to wellness support through Employee Assistance Program, physical and mental health wellness programs
• Pet care discounts for your furry family members
• Financial support in times of hardship with our Achieve Care Fund
• A safe place to connect and a commitment to diversity and inclusion through our six employee resource groups

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed