People Programs

Polymarket•New York, NY

About The Position

The People team at Polymarket is small and operates with high autonomy. There's no bureaucracy to hide behind and no army of coordinators to delegate to. The team owns the full employee experience and is expected to build things that actually work, not just check boxes. This role owns the programs that shape how employees experience Polymarket from day one to last day. That means onboarding, offboarding, recognition, engagement surveys, culture events, manager development, and everything in between. You'll partner closely with Workplace on the shared culture and engagement calendar, manage vendors and budgets, and report on impact to leadership. The scope is wide by design. We're hiring for this role because we're at the stage where ad hoc people programs stop working. Things need to be repeatable, measurable, and built to scale. If you've spent years building people programs end-to-end at fast-moving companies and you know what good looks like, this is the role for you.

Requirements

3 to 5 years running people programs end-to-end at a tech company or high-growth startup, not as a coordinator but as the person who owned the outcome
Direct experience owning onboarding or performance cycles solo, including design, execution, and iteration
Proven ability to manage vendors, budgets, and logistics across multiple programs simultaneously without dropping details
Strong program design instincts. You build repeatable processes, not one-off events, and you document what you build
Track record of tying people programs to measurable outcomes. You can point to a number you moved and explain how
Comfortable operating with high autonomy in a fast-moving environment where priorities shift and you're expected to figure it out
Strong written communication skills. You'll own light internal comms and your work will be visible to the whole company

Nice To Haves

Experience supporting or building ERG programs
Background in both lifecycle programs and culture or events work, not just one or the other
Familiarity with HRIS and survey tools like Workday, Lattice, Culture Amp, or similar

Responsibilities

Owns the employee lifecycle experience — onboarding, offboarding, and exit process — designing programs that scale as headcount grows, not just executing steps
Leads culture and engagement programming (onsites/offsites, biweekly events, recognition, ERGs) in partnership with Workplace, owning the shared calendar end-to-end
Designs and runs the engagement survey, pulse checks, and quarterly listening tours, translating results into program changes
Builds manager-facing infrastructure — development survey, self-service tools, feedback cycle facilitation — that reduces manager reliance on People Team for routine needs
Turns ad hoc programs (swag, conference perks) into repeatable, budgeted processes with clear ownership and cadence
Manages vendor relationships and budget across events, swag, and conferences, and reports on program impact to leadership
Runs the internship program independently, from design through execution