We’re seeking a strategic and hands-on People Operations Programs Manager to lead initiatives to improve the team member journey throughout the lifecycle. This role will develop, implement, measure, and monitor initiatives that foster performance, culture, equity, and inclusion.
This individual contributor role reports to the Director of People Operations and Technology and works cross-functionally with the People, Talent and Executive Operations team and leaders at all levels across the organization. This senior-level individual contributor role is responsible for leading the design, implementation and optimization of complex people programs across the organization. Leveraging HR expertise, advanced analytical abilities, and strong program management skills, this position delivers content designed to impact outcomes in employee engagement, performance management, talent development, retention, recognition programs, and people analytics. Additionally, this position will oversee executive onboarding and offboarding processes and serve as the systems administrator for Pie’s people development and culture platforms.
How You’ll Do ItStrategic People Team Program Management
- Lead the design, implementation, and continuous improvement of organization-wide programs, including engagement surveys, talent development, and policy creation.
- Develop and execute employee engagement and retention strategies, collaborating with leaders and People Partners to interpret data and recommend action plans.
- Manage multiple, concurrent projects and programs, ensuring timely delivery and alignment with business objectives.
- Streamline and optimize processes to drive efficiency, reduce costs, and support organizational growth.
- Apply agile thinking by piloting solutions, iterating based on feedback, and scaling successful initiatives.
Deliver Data-Driven Insights & Reporting to Leadership
- Utilize analytical skills to translate data from HR systems (e.g., Culture Amp, Continu, Workday) into actionable insights and recommendations.
- Develop and build dashboards used for reporting details on engagement, performance, retention, and recognition, ensuring data integrity and providing ad hoc analysis for senior leadership.
- Conduct in-depth evaluation of complex issues, considering multiple factors and interrelationships, and drive adoption of data-driven decision-making.
- Build and sustain collaborative relationships with stakeholders at all levels, including executive leadership and cross-functional teams.
- Influence and partner with teams to ensure alignment and successful program adoption.
Systems, Tools & Experience Management
- Demonstrate proficiency and serve as an admin in tools and systems, managing configurations, user support, and driving effective use across the organization.
- Leverage technology to enhance program delivery, data analysis, and reporting.
- Deliver high-touch onboarding and offboarding experiences for executive hires and departures, coordinating cross-functional tasks for seamless transitions.
- Support the execution of talent development and recognition programs, including training coordination, participation tracking, and feedback collection.
- 6+ years of progressive HR experience, with expertise in at least two of the following focus areas: employee engagement, performance management, talent development, or people analytics.
- Demonstrated experience leading talent development and engagement programs for mid-sized organizations.
- Demonstrated experience supporting executive stakeholders is preferred.
- Strong analytical skills with the ability to translate data into actionable insights.
- Proficient in HR systems; experience with Culture Amp, Continu, and/or Workday preferred.
- Proficient in Google suite administrative tools, collaboration tools like slack and other various office programs.
- Exceptional program management and organizational skills; able to manage multiple priorities in a fast-paced, dynamic environment.
- Skilled at building relationships and influencing stakeholders at all levels, including executive leadership.
- Comfortable working independently and navigating ambiguity.
The use of AI in Application Review: To support a fair, efficient, and consistent hiring process, we use AI-powered tools to assist in the initial screening of applications. These tools help us identify qualifications and prior work experiences that align with the requirements of the role. All AI-reviewed applications are still subject to human oversight and decision-making at multiple stages of the process. By submitting your application, you acknowledge and consent to Pie utilizing these AI technologies to assist in our evaluation process.
- Competitive cash compensation
- A piece of the pie (in the form of equity)
- Comprehensive health plans
- Generous PTO
- Future focused 401k match
- Generous parental and caregiver leave
- Our core values are more than just a poster on the wall; they’re tangibly reflected in our work
Our goal is to make all aspects of working with us as easy as pie. That includes our offer process. When we’ve identified a talented individual who we’d like to be a Pie-oneer , we work hard to present an equitable and fair offer. We look at the candidate’s knowledge, skills, and experience, along with their compensation expectations and align that with our company equity processes to determine our offer ranges.
Each year Pie reviews company performance and may grant discretionary bonuses to eligible team members.
Location InformationUnless otherwise specified, this role is remote. Remote team members must live and work in the United States (territories excluded) and have access to reliable, high-speed internet.
Additional InformationPie Insurance is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, marital status, age, disability, national or ethnic origin, military service status, citizenship, or other protected characteristic.
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Safety First: Pie Insurance is committed to your security during the recruitment process. We will never ask you for credit card information or ask you to purchase any equipment during our interview or onboarding process.
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