Senior People Programs Manager

Wrapbook

2d•Remote

About The Position

We're looking for a Senior People Programs Manager to design and lead high-impact, company-wide People programs that strengthen engagement, leadership capability, performance, and connection across Wrapbook. This role is a strategic individual contributor who connects People initiatives directly to business outcomes. You bring a modern, AI-forward lens to how People work gets done — not just automating tasks, but rethinking how programs are designed, how leaders develop, and how organizations evolve. You'll deliver a focused set of high-impact programs with clear ownership, defined outcomes, and strong cross-functional alignment. You'll partner closely with senior leadership, the People Business Partner team, and People Operations to ensure programs are scalable, simple, and relevant to Wrapbook's evolving business needs. Your work will shape how we engage our employees, develop our leaders, communicate internally, and create meaningful moments of connection. This role is ideal for someone who thrives at the intersection of strategy and execution — someone who can take a concept, build a clear plan, drive cross-functional alignment, and deliver a high-quality experience from start to finish. You know when to use AI to move faster and when human judgment, nuance, and connection are irreplaceable.

Requirements

7+ years of experience in People, HR, Organizational Development, Learning & Development, or related fields.
Proven success leading end-to-end, company-wide programs (e.g., engagement surveys, leadership programs, DEIB initiatives).
Exceptional program and project management skills — you bring clarity to ambiguity, build the right infrastructure without overengineering it, and execute with focus.
Hands-on experience using AI tools (e.g., ChatGPT, Claude, Notion AI, or similar) to meaningfully improve how you work — not just familiarity, but real applied use.
A modern take on L&D: you know what good looks like, what's outdated, and how to design experiences people actually value.
Demonstrated ability to connect People initiatives to measurable business outcomes.
Strong cross-functional partnership skills, especially with senior leaders.
Exceptional written and verbal communication — you can write a crisp exec brief and a compelling employee communication.
Experience using qualitative and quantitative data to shape program design and demonstrate impact.
Comfort influencing without authority in a fast-moving, ambiguous environment.
Curiosity about org design — how structure, spans, and team dynamics shape culture and performance.

Responsibilities

Lead planning and execution of major company moments (e.g., annual company offsite), ensuring strong cross-functional coordination and operational excellence.
Own end-to-end project management across a portfolio of People initiatives — bringing structure, clarity, and momentum to complex, cross-functional work.
Build and maintain program infrastructure: charters, timelines, DACI, decision logs, and success metrics that keep stakeholders aligned and work on track.
Continuously refine and simplify People programs to ensure they are scalable, focused, and directly tied to business impact.
Own program management of All Hands, driving alignment, timelines, and accountability across the Senior Leadership Team.
Apply a contemporary approach to learning: modular, applied, and embedded into the flow of work rather than event-based. Skip the passive, deck-heavy formats in favor of approaches that actually stick.
Serve as the internal SME on learning content development — you know how to translate a business need or leadership gap into a well-structured, engaging learning experience. That means writing learning objectives, sequencing content, choosing the right modality, and building materials that don't require a facilitator to carry them.
Develop and own learning content directly — guides, manager toolkits, workshop decks, facilitation scripts, async resources — producing high-quality materials without outsourcing the thinking to vendors or agencies.
Partner with People Business Partners and senior leaders to diagnose organizational needs and translate them into smart, right-sized program responses.
Stay current on the evolving L&D landscape and bring fresh thinking to how Wrapbook develops its people.
Own the programmatic effort to define how AI intersects with People leadership: what it means for how managers lead, how employees grow, how teams are structured, and how the People function operates.
Translate that thinking into concrete programs — whether that's a leadership development curriculum on leading in an AI-augmented workplace, a framework for how managers use AI in coaching and feedback, or company-wide initiatives that build AI fluency as a leadership competency.
Actively use AI tools to improve how People programs are built and delivered — from synthesizing employee data and drafting content, to accelerating workshop design and building smarter feedback loops.
Help the broader People team develop practical AI fluency, modeling how to use these tools thoughtfully rather than treating AI adoption as someone else's problem.