Sr Mgr, People Programs

APEX Fintech Services•New York City, NY

10h•$109,384 - $136,730•Hybrid

About The Position

Apex Fintech Solutions is looking for a Sr Mgr, People Programs to own and elevate our performance reviews, succession planning, high‑potential identification and development, and organization design. You’ll roll up your sleeves, move fast, and bring fresh ideas to the table. This role partners closely with business leaders, talent ops, HRBPs to build a high‑performance, scalable talent infrastructure across multiple offices.

Requirements

Bachelor’s degree (or equivalent work experience) required
7+ years in Talent Management, Organizational Development, HRBP, or consulting, preferably in high‑growth tech/fintech
Proven experience owning performance cycles, succession planning, HiPo programs, and org design end‑to‑end
Experience working across global regions and functions to share best practices and drive consistency.
Strong facilitation and executive presence; able to influence senior leaders and coach managers
Data fluency with HRIS and talent tools (e.g., Workday,, Culture Amp) and analytics/visualization tools (e.g., Excel/Sheets, Tableau/Looker)
Project and change management expertise; comfortable building from scratch and iterating quickly
Bias for action, comfort with ambiguity, and a hands‑on, sleeves‑rolled approach in a fast‑paced environment
Commitment to inclusive, equitable, and transparent talent practices

Responsibilities

Own the end‑to‑end performance review cycle, including timelines, communications, enablement, tools administration, governance, OKR goal setting, mid‑year/annual reviews, calibrations, and translating outcomes into development plans and talent moves.
Build and maintain a robust succession planning framework by identifying critical roles and talent pools, assessing readiness and bench strength, and creating action plans to close capability gaps and strengthen leadership pipelines.
Lead high‑potential (HiPo) identification and development by defining criteria/methodologies (e.g., 9‑box, assessments, manager nominations, performance data), and designing programs, mentorship, stretch assignments, and rotations; measure impact with People Analytics.
Drive organization design and workforce planning through spans‑and‑layers analysis, capability mapping, job architecture alignment, and facilitating org design sessions; propose operating model alternatives and transition plans, and lead change management and communications.
Enable and coach leaders and managers by building toolkits, training, and guidance for performance, feedback, development planning, and succession; advise on org design decisions, talent moves, and workforce strategies.
Use data to inform decisions by creating dashboards and KPIs (e.g., performance distribution, mobility, bench strength, diversity representation, time‑to‑ready), running pilots/A/B tests, and executing continuous improvement cycles.
Lead program management and governance by owning roadmaps, milestones, and cross‑functional coordination to ensure on‑time, high‑quality delivery, and maintaining documentation for repeatable, scalable processes across offices.