People Strategic Programs Manager

The Role

Apollo's People team is scaling rapidly across new geographies, business models, and technologies. We're managing M&A integration, building employment infrastructure in new markets, evaluating new tech tools, and pioneering how AI can make People work simpler and smarter.

The SVP of People oversees all of this, but we need someone who can be the operational and strategic backbone: handling the cadence, shepherding multi-quarter projects, partnering with IT/Legal/Finance, and most importantly, becoming an extension of the SVP so she can operate at the strategy level rather than in the weeds of execution.

The People Strategic Programs Manager will own:

• The operating rhythm of the People team (meetings, planning cycles, offsites, headcount strategy)
• Execution of strategic initiatives (ex. M&A playbook, UK employment infrastructure, ATS transition, HRIS evaluation)
• Identifying and rolling out AI efficiencies across People workflows while working with IT/Legal on governance
• Being a thought partner pulling projects, ideas, and execution off the SVP's plate

This is an individual contributor role that leads through expertise, sound judgment, influence, and clear operating mechanisms, not direct management authority.

What You'll Own

People Team Operating Rhythm

• Coordinate and run the People team's recurring cadence: all-hands, leadership meetings, quarterly planning cycles (OKRs), annual strategy planning, and offsites
• Implement a documented, repeatable People planning process that removes ad hoc coordination and reduces leader time spent on operations
• Partner with SVP People on headcount planning and forecasting: build scenarios, identify HC needs by function, and feed strategic planning cycles
• By Q1 2027: People team calendar and cadence runs with minimal SVP involvement

Strategic HR Programs & Projects

• Own execution on major, multi-quarter initiatives: M&A integration playbook, UK equity/visa sponsorship infrastructure, ATS transition, HRIS evaluation, and emerging ad hoc projects
• Partner with Director of People and Talent Operations on prioritization, scope, and sequencing
• Be a thought partner and ideator on People strategy, new initiatives, and challenges and 
• Other ad hoc strategic people projects as they arise

People AI Transformation

• Collaborate with People team SMEs to identify workflows where AI and automation can create real efficiencies; identify 3–5 high-impact AI opportunities for focus each year.
• Drive the design and build of holistic AI solutions instead of siloed, one-off approaches
• Partner with IT and Legal to remain within guardrails for thoughtful human-in-the-loop AI usage with an AI usage policy that enables People team to work effectively.

What We're Looking For

Experience & Background

• 7+ years of varied experience across G&A (General & Administrative) functions ; could include HR, People Operations, HR technology, BizOps, special projects, or Chief of Staff roles
• Demonstrated ability to design, plan, and execute multi-quarter initiatives end-to-end
• Strong business and process design skills: requirements gathering, problem-solving, implementation, and change management
• Experience managing across organizational boundaries aligning stakeholders, driving decisions, and measuring impact
• Comfort with ambiguity and ability to operate in a fast-moving, high-growth environment
• Experience with technology evaluation, implementation, and vendor management (exposure to ATS, HRIS, or People tech)
• Understanding of People data, reporting, workflows, and interest in how AI/automation can improve People processes
• Program/project management skills and execution bias (more important than HR domain expertise)
• Comfort operating as a thought partner to senior leaders and influencing without authority
• Intellectual curiosity about People operations, technology, and AI
• Adaptability and ability to shift between strategic thinking and tactical problem-solving
• Track record of building processes, systems, and solutions that scale