Senior Program Manager, People Technology

HealthEdge

1d•$126,000 - $175,000•Remote

About The Position

Overview Position Overview: At HealthEdge, we’re on a mission to drive a digital revolution in healthcare. We are seeking a highly organized, strategically minded People Technology Program Manager to lead and oversee major cross-functional programs spanning Compensation, HRIS, Payroll, and Benefits. This role ensures successful end-to-end delivery of people-tecaology and people-process initiatives; such as performance management cycles, annual merit, short- and long-term incentive, and promotion programs, Benefits Open Enrollment, Workday/HRIS implementations, payroll system transformations, and HRIS release management. The ideal candidate brings strong program governance expertise, excels at planning and risk mitigation, and is skilled at stakeholder engagement across diverse teams. Experience with organizational change management methods is essential to support smooth adoption of new systems and processes. About Center of Excellence: Centers of Excellence (COE) are teams whose primary goal is to provide expertise in a specific field. COEs will usually provide support through training, research, and skilled leaders. In the case of HealthEdge, our Centers of Excellence incorporate the Human Resources, IT, Legal and Financial fields, all of which provide support to our Product divisions and allows the enterprise to move forward and achieve its goals. Your Impact: Program Leadership & Delivery Governance Establish and maintain governance structures, project plans, and timelines for People Operations programs (e.g., performance reviews, merit cycles, Benefits Open Enrollment, compensation cycles, HRIS implementations/releases, payroll system rollouts). Define scope, success criteria, milestones, and program KPIs; monitor progress to ensure on-time and within-budget delivery. Drive decision-making forums and steering committees; ensure program documentation, status reporting, and communication are consistently maintained and aligned. Project & Timeline Management Build integrated project plans across HRIS, Total Rewards, Payroll, Benefits, IT, and external partners. Manage critical path activities and sequencing work across multiple simultaneous programs. Escalate delays, dependencies, or scope issues with recommended solutions and mitigation paths. Risk, Issue & Dependency Management Proactively identify potential risks, constraints, or blockers for programs including performance cycles, open enrollment, technology releases, and system implementations. Maintain risk logs, issue logs, decision registers, and change control processes. Ensure cross-system and cross-process impacts are understood and integrated into program planning. Stakeholder Engagement & Communication Serve as the central liaison across People Operations (TR, HRIS, Payroll, Benefits), IT, Finance, Legal, and vendor partners. Deliver clear, concise, and actionable communication tailored to executive, manager, and employee audiences. Facilitate alignment workshops, status meetings, and program readouts. Change Management & Adoption Apply change management best practices (e.g., communication planning, training coordination, readiness assessments), especially for programs impacting large populations like Open Enrollment and performance cycles. Partner with HR COE Leaders to shape communications, enablement content, and rollout plans that support employee adoption. Monitor adoption metrics and identify areas requiring additional reinforcement or process refinement. Process Improvement & Operational Excellence Identify opportunities to streamline program delivery, simplify governance, and advance cross-functional ways of working. Lead comprehensive requirements gathering sessions with cross functional teams to identify functional specifications, technical configuration needs and constraints, and facilitating options to solve gaps Support standardization and maturity of People Technology program management frameworks across HRIS, Total Rewards, Payroll, and Benefits. Partner with HRIS to optimize release management processes and ensure new features are assessed, prioritized, tested, and adopted.

Requirements

5+ years of project or program management experience in HR, People Technology, Benefits, Compensation, Payroll, or related functions.
Demonstrated experience leading large-scale HRIS, Total Rewards, Benefits, or Payroll-related initiatives (e.g., Workday, UKG, ADP).
Strong knowledge of project management methodologies and tools (Agile, Waterfall, hybrid approaches).
Experience applying change management approaches (e.g., Prosci/ADKAR or equivalent).
Proven ability to manage multiple complex initiatives simultaneously.
Excellent communication, facilitation, and stakeholder management skills.
Experience leading integration related projects for new system implementation and/or system migrations.
Experience supporting large-scale Benefits Open Enrollment cycles and Annual Merit Compensation Cycles
Experience in HRIS release management and/or HR technology road mapping.
Background in performance management, compensation/merit cycles, or payroll operations.
A structured, proactive, and detail-oriented approach to program delivery.
Ability to work across teams and guide stakeholders through complexity with clarity.
Comfort navigating ambiguity and building order through frameworks and prioritization.
A passion for elevating employee experience through well-executed programs and scalable HR technology.

Nice To Haves

PMP, Agile certification, or Prosci certification.
Experience in a high-growth, transformation-oriented, or technology-driven environment.

Responsibilities

Establish and maintain governance structures, project plans, and timelines for People Operations programs (e.g., performance reviews, merit cycles, Benefits Open Enrollment, compensation cycles, HRIS implementations/releases, payroll system rollouts).
Define scope, success criteria, milestones, and program KPIs; monitor progress to ensure on-time and within-budget delivery.
Drive decision-making forums and steering committees; ensure program documentation, status reporting, and communication are consistently maintained and aligned.
Build integrated project plans across HRIS, Total Rewards, Payroll, Benefits, IT, and external partners.
Manage critical path activities and sequencing work across multiple simultaneous programs.
Escalate delays, dependencies, or scope issues with recommended solutions and mitigation paths.
Proactively identify potential risks, constraints, or blockers for programs including performance cycles, open enrollment, technology releases, and system implementations.
Maintain risk logs, issue logs, decision registers, and change control processes.
Ensure cross-system and cross-process impacts are understood and integrated into program planning.
Serve as the central liaison across People Operations (TR, HRIS, Payroll, Benefits), IT, Finance, Legal, and vendor partners.
Deliver clear, concise, and actionable communication tailored to executive, manager, and employee audiences.
Facilitate alignment workshops, status meetings, and program readouts.
Apply change management best practices (e.g., communication planning, training coordination, readiness assessments), especially for programs impacting large populations like Open Enrollment and performance cycles.
Partner with HR COE Leaders to shape communications, enablement content, and rollout plans that support employee adoption.
Monitor adoption metrics and identify areas requiring additional reinforcement or process refinement.
Identify opportunities to streamline program delivery, simplify governance, and advance cross-functional ways of working.
Lead comprehensive requirements gathering sessions with cross functional teams to identify functional specifications, technical configuration needs and constraints, and facilitating options to solve gaps
Support standardization and maturity of People Technology program management frameworks across HRIS, Total Rewards, Payroll, and Benefits.
Partner with HRIS to optimize release management processes and ensure new features are assessed, prioritized, tested, and adopted.