People Programs Manager

Fluxon

1d•Remote

About The Position

We’re looking for a People Programs Manager to join our People Operations team. This role will play a key part in strengthening our continuous feedback culture, shaping how we develop our people, and designing programs that scale with the company. As the first member of our People Ops team dedicated to people programs, you’ll have the ownership and autonomy to shape this space from the ground up. Some of the questions we’d love your help tackling include: How do we build a feedback culture that is continuous, actionable, and part of how we work every day? How do we create learning experiences that actually change behavior and improve performance? How do we define the capabilities we’ll need as we scale, and systematically build them across the company? How do we support managers to become stronger leaders at every level? Your first 90 days might include building context on our People Ops philosophy, existing programs, and how our teams operate today; deeply understanding our performance review process and identifying where it can be simplified or strengthened; assessing current gaps in learning and growth across levels and functions, and defining clear priorities; and shipping 1-2 high-impact pilots (e.g., manager enablement, feedback loops, onboarding improvements), and any other ideas you want to experiment with. This is an individual contributor role that reports to our Head of People. Our HQ is in San Francisco, but this position can be remote from anywhere in North America.

Requirements

At least 4 years of experience in People Operations or HR, with meaningful time spent designing and running programs
Experience taking programs from 0 to 1 - and can speak to what worked, what didn’t, and what you’d do differently
Ability to work cross-functionally - build in partnership, not in a silo, and bring stakeholders along
Excel at thoughtful execution - ask questions, do research, and take the time to build a strong foundation before diving into the tactical steps
Experience oriented - recognize that details are important, and prioritize what will make the greatest impact on the experience of our team
Resume reflects programs built and their impact

Responsibilities

Strengthening our continuous feedback culture
Shaping how we develop our people
Designing programs that scale with the company
Building context on our People Ops philosophy, existing programs, and how our teams operate today
Deeply understanding our performance review process and identifying where it can be simplified or strengthened
Assessing current gaps in learning and growth across levels and functions, and defining clear priorities
Shipping 1-2 high-impact pilots (e.g., manager enablement, feedback loops, onboarding improvements)

Benefits

Remote-first, flexible work with a budget to set up a work space that works for you
Localized healthcare coverage to support you and your family’s wellbeing
Flexible paid time off with a minimum of 3 weeks per year (plus holidays)
"No internal meetings" on Fridays, so you can focus on deep, uninterrupted work
A professional growth budget for learning that matters to you – whether it’s developing your technical skills or learning a new language
A monthly wellness allowance to support your physical and mental health
Annual company off-sites, where we gather in person to build meaningful connections
A competitive salary that reflects your expertise, impact and experience
Profit-sharing, so you can benefit directly from the value we build together
A paid sabbatical program, designed for rest, renewal and fresh perspective