Sr. HR Programs Manager

HR Stakeholder Partnership & Organizational Analysis

• Work with HR partners and functional specialists to understand priorities, gather employee and manager input, and define the problem to be addressed.
• Develop knowledge of business workflows, operating requirements, and the people implications of business decisions through assigned projects.
• Analyze organizational structures, responsibilities, reporting relationships, and cross-functional handoffs within assigned projects.
• Identify unclear ownership, duplication, and process gaps; validate findings with the relevant HR owner and operational stakeholders.
• Develop practical options with supporting evidence, resource implications, risks, and proposed success measures.
• Review recommendations with HR stakeholders and secure required approvals before implementation.

Change Management & Process Improvement

• Independently manage assigned HR improvement projects or defined workstreams, with scope, priorities, and decision boundaries agreed with the HR project owner.
• Maintain milestones, track dependencies, resolve issues within authority, and escalate risks with recommendations.
• Support change-impact and readiness assessments with HR partners.
• Prepare communication materials, coordinate stakeholder input, and track adoption; recommend adjustments when implementation is not achieving the intended outcomes.
• Map and improve HR workflows with process owners and relevant functional partners.
• Clarify handoffs, document approved practices, and support implementation and ongoing ownership of improvements.

Organizational Programs & Implementation Support

• Prepare analysis and materials for discussions on role clarity, team collaboration, and ways of working.
• Facilitate defined sessions with the relevant HR partner as appropriate, and track agreed actions and follow-up.
• Work with HR colleagues to implement and improve organizational programs. Translate engagement findings and employee feedback into proposed actions for HR review. Where a capability gap is confirmed, support targeted development and evaluate application on the job rather than attendance alone.
• Handle sensitive organizational information with discretion. Recognize employee-relations or compliance concerns and involve the appropriate HR or legal specialists within established decision boundaries.

Workforce Analytics & Effectiveness Measurement

• Independently clean, reconcile, and analyze workforce, organization, engagement, and process data.
• Validate definitions and calculations, identify trends, and distinguish evidence from assumptions.
• Agree baselines and outcome measures with the HR project owner.
• Track adoption, process cycle time, role clarity, stakeholder feedback, and other relevant indicators, acknowledging limitations in attributing results.
• Present concise analysis and recommendations to HR stakeholders, explaining evidence, assumptions, alternatives, and proposed actions.
• Incorporate business input gathered through project work and follow through on agreed improvements.