Senior Manager, People Strategy & Process

About the Role

The Senior Manager, People Strategy & Process is the operational backbone of the People leadership team. This role exists to ensure that the EVP of People's priorities — and the People function's broader roadmap — are clearly defined, properly resourced, and driven to completion. You'll operate at the intersection of strategy and execution: translating big-picture direction into structured plans, building the processes that keep them on track, holding workstream owners accountable to timelines, and surfacing risks before they become problems.
This is not a role for someone who wants to own one narrow lane. You'll carry a defined portfolio of six to eight priority workstreams at a time, spanning talent, total rewards, HRBP, people operations, learning and development, and talent acquisition — moving between them as focus and follow-through are needed most. You are the person in the room who knows the status of everything in that portfolio, why it matters, and what's blocking it.

Key Responsibilities

Project & Priority Management

• Maintain a clear, living view of all major People-function initiatives — owners, timelines, dependencies, and status
• Partner with the EVP of People to define quarterly and annual priorities, then translate them into concrete project plans
• Drive cross-functional projects to completion, chasing down blockers and holding owners accountable to deadlines
• Identify when priorities conflict or resources are stretched too thin, and bring recommendations — not just problems — to the EVP

Process & Operating Cadence

• Design and run the operating cadence of the People function — planning cycles, leadership meetings, business reviews, and status rhythms that keep work visible without adding overhead
• Document and standardize how recurring People processes actually run, then improve them: fewer handoffs, less duplicated effort, unambiguous ownership
• Build and maintain the lightweight templates and tracking the team uses to plan, report, and escalate — and keep them current enough that people actually use them
• Define what "done" looks like for each initiative up front, so progress is measured against agreed outcomes rather than activity

Strategic & Executive Support

• Prepare the EVP of People for key meetings, board updates, and leadership reviews — including briefing materials, talking points, and follow-up tracking
• Act as a thought partner to the EVP on emerging people strategy questions, workforce planning, and organizational design
• Represent the EVP's priorities in cross-functional forums, carrying context and decisions in both directions so messaging and follow-through stay consistent

Cross-Team Coordination

• Serve as the connective tissue across People sub-teams (Talent Acquisition, Total Rewards, HRBP, People Operations, L&D) to keep initiatives aligned and non-duplicative
• Facilitate leadership team meetings and offsites — setting agendas, driving decisions, and ensuring action items are tracked to closure
• Build relationships with leaders in Finance, Legal, and Operations to keep People-function projects moving smoothly across the broader business
Communication & Reporting
• Own regular reporting on People-function progress, including KPIs, project status, and risk flags for executive and board-level audiences
• Draft and refine internal communications on behalf of the EVP of People, ensuring a consistent voice and clear narrative
• Translate complex, cross-functional work into simple, digestible updates for stakeholders at every level

What You'll Need

• 6+ years in program management, strategy & operations, management consulting, chief of staff, or HR/People program leadership
• Experience supporting a senior executive (VP level or above) with high trust and discretion
• Proven ability to manage multiple concurrent, cross-functional projects and drive them to completion without direct authority over the people involved
• Strong executive presence — comfortable preparing materials for and representing a senior leader in front of other executives
• Excellent written and verbal Bilingual communication skills (english and spanish); able to synthesize complexity into clarity
• Experience in or exposure to HR/People functions is a strong plus, but not required — strong generalist operators are encouraged to apply
• High degree of organization, follow-through, and comfort holding others accountable diplomatically
• Demonstrated judgment about what to stop — evidence you have descoped or killed work that was not earning its place, not only delivered what was asked
• Power-user fluency with the tools that make cross-functional work visible (project and work-management platforms, HRIS reporting, spreadsheets)
• Bachelor's degree required; MBA or equivalent experience a plus