Program Manager, CPO's Office

HighLevel

11d•$109,000 - $136,000•Remote

About The Position

HighLevel is hiring a senior individual contributor to turn People priorities into clear plans, coordinated programs, and strong execution. Reporting to the Chief of Staff in the CPO’s Office, the Program Manager supports People planning, leads cross-functional special projects, and creates structure for work spanning multiple teams or lacking a natural functional owner. The scope evolves with business priorities and may include workforce planning, policy projects, new People programs, and operating processes. The role partners closely with the Chief of Staff and teams across the organization. It requires translating approved priorities and ambiguity into executable plans, aligning stakeholders, clarifying decisions and ownership, and driving work through completion. The Program Manager also helps improve planning and operating discipline, surfaces risks and dependencies, and uses AI and automation to reduce manual coordination and improve execution.

Requirements

At least 8 years of relevant experience in People/HR programs, program management, People Operations, business operations, HR project management, or a related field.
Demonstrated experience leading complex, cross-functional programs in a fast-moving organization.
Strong AI fluency and interest in using AI and automation to improve People work.
Strong program and project management skills, including the ability to create structure when the path is not obvious.
Excellent organizational skills and ability to manage multiple priorities, stakeholders, and dependencies.
Strong judgment and ability to determine when to act independently and when subject-matter expertise or leadership input is needed.
Exceptional listening, writing, and communication skills.
Ability to synthesize complex or incomplete information into clear recommendations and actionable plans.
Calm, practical problem-solving under pressure.
Strong cross-functional collaboration and stakeholder management skills.
Comfort working across a wide variety of People topics without needing to be the subject-matter expert in every discipline.
High emotional intelligence and discretion when handling sensitive employee or business matters.
Builder mindset and interest in improving systems, processes, and ways of working.
Comfort with ambiguity and ability to adjust quickly when business priorities change.

Responsibilities

Support annual and quarterly People planning cycles, including priorities, timelines, dependencies, milestones, and follow-through.
Use AI to build and maintain planning tools, trackers, decision logs, and operating mechanisms that provide visibility into progress and risk.
Coordinate cross-functional inputs for workforce planning, budgeting, organizational planning, and other recurring People processes.
Prepare updates, recommendations, and materials for People leadership and executive discussions.
Drive follow-through on decisions, actions, and commitments across People workstreams.
Improve how the People organization plans, tracks, and executes priorities.
Lead cross-functional initiatives from scoping through implementation, especially where ownership is unclear or multiple functions are involved.
Turn loosely defined priorities into clear workstreams, owners, timelines, dependencies, and decision points.
Coordinate stakeholders across People and partner functions to keep complex work moving.
Conduct research, gather stakeholder input, synthesize findings, and develop recommendations.
Surface risks, tradeoffs, resource constraints, and decisions to the Chief of Staff and appropriate leaders.
Support projects involving People policy, program design, operating model changes, compliance readiness, employee programs, and emerging business needs.
Partner with functional owners and subject-matter experts, ensuring specialized work remains with accountable teams.
Adapt to changing priorities by pausing, redirecting, or closing work as leadership directs.
Lead assigned People programs from planning through implementation.
Establish ownership, governance, milestones, and escalation paths for programs.
Maintain visibility into progress, dependencies, risks, and decisions.
Build documentation, playbooks, and processes that make programs repeatable and scalable.
Identify friction, duplicated effort, manual work, or unclear ownership and recommend improved ways of working.
Use AI, automation, and other tools to reduce manual coordination, streamline documentation and reporting, and improve program execution.
Develop working knowledge of unfamiliar People topics and identify relevant subject-matter experts.
Translate complex or incomplete information into concise recommendations, options, and next steps.
Support the Chief of Staff with analysis and preparation for high-priority People initiatives and decisions.
Connect work across People functions so dependencies, risks, and gaps are visible early.
Create leadership-ready materials that make complex work easier to understand and act on.