People Programs Manager

Snorkel AI•San Francisco, CA

7h•$160,000 - $200,000

About The Position

At Snorkel, we believe meaningful AI doesn’t start with the model, it starts with the data. We’re on a mission to help enterprises transform expert knowledge into specialized AI at scale. The AI landscape has gone through incredible changes between 2015, when Snorkel started as a research project in the Stanford AI Lab, to the generative AI breakthroughs of today. But one thing has remained constant: the data you use to build AI is the key to achieving differentiation, high performance, and production-ready systems. We work with some of the world’s largest organizations to empower scientists, engineers, financial experts, product creators, journalists, and more to build custom AI with their data faster than ever before. Excited to help us redefine how AI is built? Apply to be the newest Snorkeler! We are looking for a People Programs Manager to design and deliver people programs that meaningfully shape how it feels to work at Snorkel. This role focuses on creating thoughtful, human-centered experiences across the employee lifecycle, from a Snorkeler’s first day through key growth and performance moments, while bringing energy, clarity, and connection into every interaction. This is an ideal role for a strong individual contributor who thrives at the intersection of program design, execution, and facilitation, and who is motivated by interacting with people. You will be a visible, in-person presence, leading learning experiences, coaching managers, and designing programs employees remember long after they participate. You will own and evolve core people programs such as onboarding, performance management, and manager development, ensuring they are engaging, well-run, data-informed, and aligned with Snorkel’s values and stage of growth. You will partner closely with the People team and business leaders to deliver programs that are clear, fair, scalable, and impactful to the employee experience.

Requirements

Minimum of five years of experience in Learning & Development, People Programs, HR Program Management, or a related role.
Proven experience owning and executing people programs end-to-end, such as onboarding, performance management, or manager development.
Strong program management skills, including planning, execution, stakeholder coordination, and iteration.
A genuine passion for employee experience, learning, and in-person engagement, with energy for facilitating discussions and building connection.
Experience supporting and coaching managers through structured programs and periods of change, including performance reviews, feedback cycles, and compensation conversations.
Comfort using data to assess program effectiveness and inform improvements.
High attention to detail with the ability to manage multiple workstreams simultaneously.
Experience working in a fast-growing or scaling environment. Tech experience is a plus.

Responsibilities

Own and scale high-impact people programs
Lead the end-to-end design, execution, and continuous improvement of core people programs, including:
New hire journey
Growth (performance) cycles
Manager enablement and development
Individual contributor learning and development
Design programs with employee experience and growth as a core priority, ensuring each touchpoint feels intentional, inclusive, and aligned with Snorkel’s culture.
Serve as a key in-person facilitator and host for onboarding sessions, manager training, and learning experiences, bringing enthusiasm, warmth, and energy to how Snorkelers experience People programs.
Ensure programs are operationally excellent, delivered on time, and clearly communicated.
Support change management as programs evolve, driving adoption and shared understanding while remaining pragmatic and nimble for our size and stage.
Build and manage detailed program plans, timelines, and dependencies across multiple initiatives.
Bring creativity and fresh thinking to your program design, providing innovative ideas and solutions to the key lifecycle programs that employees and managers experience here.
Coordinate cross-functional stakeholders to ensure smooth and effective execution.
Anticipate risks, resolve issues, and lead retrospectives to improve future iterations.
Partner closely with the HRBP team to design tools, training, and live learning experiences that help managers lead effectively.
Create clear documentation, playbooks, and manager-facing resources that are practical and easy to apply.
Support managers through critical moments such as performance reviews, feedback and coaching conversations, and compensation discussions.
Define success metrics for people programs and evaluate impact using both qualitative and quantitative feedback.
Analyze surveys, participation metrics, and retrospectives to identify insights and drive continuous improvement.
Partner with the People Data and Operations Manager on reporting and measurement.