Senior People Program Manager, Strategic Projects

About the role

We're looking for a Senior People Program Manager to take on some of the company's most complex, cross-cutting work; the high-stakes decisions and initiatives that span many teams and don't fit neatly into any one group's remit. You'll bring the structure, coordination, and follow-through that help these get made well and see them through as the company scales.

The work spans a range of strategic projects. One area you'll focus on is international expansion; partnering with the teams already driving it to move decisions forward, keep things coordinated, and keep the company's approach coherent over time. Alongside that, you'll take on other strategic projects as they come up; reactive, ambiguous, cross-cutting problems that need someone who can ramp fast, create order, and drive them to completion. If you're energized by variety and comfortable holding several very different problems at once, this is the role for you.

This is a high-autonomy role for someone who thrives in complexity and ambiguity. You won't be the technical expert on any one thing, but you'll be the person who brings the right people together, makes sure decisions are principled and well-documented, and keeps the work coherent over time. Success depends as much on building trust and alignment across senior stakeholders with different priorities as it does on building good systems.

Key responsibilities

• Lead complex, cross-cutting projects end to end surfacing trade-offs, connecting overlapping efforts, and driving decisions to a clear, documented resolution.
• Partner with the teams already driving international expansion to keep decisions moving and the company's approach coherent as it grows.
• Take on other strategic projects as they come up; ambiguous, high-priority problems that need someone who can ramp fast, create structure, and see them through.
• Build and maintain the frameworks and documentation that help decisions stick and stay findable as priorities and leadership change.
• Spot complexity early and set expectations with stakeholders before the company commits; knowing when to pull in the right expertise.
• Manage a multi-workstream portfolio, keeping the right people informed at the right time without becoming a bottleneck.

Minimum qualifications

• Have built or owned a decision-making process or governance framework for a complex, multi-stakeholder domain (you've designed the system, not just worked within one).
• Thrive on variety and can hold several very different, ambiguous problems at once without dropping any.
• Can get senior leaders with very different working styles to a shared, documented outcome, including people who resist process and people who want a lot of it.
• Are exceptionally organized and build systems that outlast you: decision logs, playbooks, and documentation a new leader can pick up without you in the room.
• Can ramp quickly on unfamiliar, complex domains, reasoning your way to the right questions and knowing when to bring in an expert. (International expansion is one such domain you'd pick up.)
• Build credibility quickly with senior stakeholders across functions, and can hold that credibility while delivering hard messages.

Preferred qualifications

• 10+ years in program management, business operations, chief of staff, or People/HR roles at a fast-growing company, with increasing scope over time.
• Experience owning a company-wide framework or policy across multiple stakeholders and keeping it operational through change.
• A track record of juggling several unrelated, high-stakes projects at once.
• Experience working directly with senior finance or legal leaders on cross-functional decisions.
• A background in international employment, entity formation, or global mobility.