Get to know the role

The Senior Program Manager will help shape and enable the next phase of organizational growth and evolution. This role will partner closely with senior business leaders and the People Team to design scalable organizational structures, strengthen leadership and workforce capabilities, and build long-term talent strategies that support business objectives.

The role will primarily support leaders and teams across Operations, Supply Chain, Manufacturing, and Distribution functions, helping build the organizational structures, capabilities, leadership depth, and workforce plans necessary to support future business scale.

The ideal candidate combines strategic thinking, organizational design expertise, workforce planning capabilities, and strong program management skills. They are comfortable navigating ambiguity, influencing senior leaders, and translating business strategy into practical people solutions that improve organizational effectiveness and accelerate execution.

This role will play a key part in ensuring our organization can scale sustainably by strengthening leadership effectiveness, building critical capabilities, identifying succession risks, and creating operating models that increase organizational resilience.

FLSA Classification (US Only): Exempt

People Manager: No

What you’ll do

Organizational Design & Workforce Planning

• Lead organization design efforts that align structure, roles, and decision-making with current and future business needs.
• Assess organizational health, effectiveness, spans and layers, role clarity, and operating model design.
• Develop future-state organizational models that support multi-year business strategies and operational scale.
• Facilitate organization design workshops and strategic planning sessions with senior leaders.
• Own the workforce planning strategy and roadmap for supported functions, translating business priorities into talent, capability, and organizational plans that build capacity for current and future needs.
• Create workforce scenarios and recommendations to support long-term organizational growth and evolution.
• Evaluate organizational risks, dependencies, and capacity constraints that may limit scale or execution.

Critical Role Strategy & Succession Planning

• Identify critical roles and organizational dependencies across key functions and business areas.
• Develop succession frameworks, readiness assessments, contingency plans, and talent pipelines for business-critical positions.
• Partner with business leaders to assess talent risks and establish mitigation strategies.
• Own the strategy for organizational resilience by developing succession depth, contingency plans, knowledge continuity approaches, and critical talent pipelines for key business capabilities.
• Monitor succession health and organizational continuity indicators.

Capability & Leadership Development

• Own the capability strategy for supported business functions, identifying critical current and future skills, assessing readiness, and developing plans to build organizational capacity over time.
• Design and implement capability frameworks and skill strategies aligned to evolving business priorities.
• Lead the design and coordination of capability-building plans through a network of People Team partners, business leaders, and learning resources to ensure critical skills are developed at scale.
• Establish methods for measuring capability maturity and readiness across teams and functions.
• Support leaders in building high-performing teams equipped to operate effectively at increased scale and complexity.

Enterprise Alignment & Program Leadership

• Partner across the People Team to connect business-specific needs with enterprise talent, leadership, learning, and organizational development initiatives.
• Determine where enterprise solutions can be leveraged versus where tailored approaches are required.
• Establish governance, milestones, success measures, and reporting mechanisms for strategic people initiatives.
• Translate business strategy into actionable organizational and talent priorities.
• Develop executive-level insights, analyses, recommendations, and presentations for senior leadership.

What you’ll bring

Required

• Bachelor's degree in Human Resources, Business, Organizational Psychology, Organizational Development, or related field.
• 8+ years of experience in organizational effectiveness, organization design, strategy, management consulting, talent management, workforce planning, HR transformation, or related disciplines.
• Experience leading complex cross-functional programs involving multiple stakeholders and executive leaders.
• Experience designing organizations, operating models, workforce plans, or capability strategies.
• Strong analytical and strategic problem-solving skills.
• Demonstrated ability to influence and advise senior leaders.
• Exceptional communication, facilitation, and executive presentation skills.
• Experience translating business strategy into people, talent, and organizational solutions.

Preferred

• Advanced degree in Business, Organizational Development, Human Resources, or related field.
• Experience supporting large-scale business transformation, growth, integration, or organizational change initiatives.
• Experience with succession planning, talent strategy, leadership development, and capability building.
• Consulting experience or internal strategy experience.
• Knowledge of organization design methodologies, workforce planning frameworks, and change management principles

Base Salary Range: For this role, new hires generally start between $116,445 - $154,934 per year. The full range is $116,445 - $209,732 per year. This range is applicable for the labor market where the role is intended to be hired. The final base salary is directly related to the candidate’s qualifications and professional experience uniquely.