Senior People Programs Manager

What You'll Do

Program Design & Management

• Lead planning and execution of major company moments (e.g., annual company offsite), ensuring strong cross-functional coordination and operational excellence.
• Own end-to-end project management across a portfolio of People initiatives — bringing structure, clarity, and momentum to complex, cross-functional work.
• Build and maintain program infrastructure: charters, timelines, DACI, decision logs, and success metrics that keep stakeholders aligned and work on track.
• Continuously refine and simplify People programs to ensure they are scalable, focused, and directly tied to business impact.
• Own program management of All Hands, driving alignment, timelines, and accountability across the Senior Leadership Team.

Learning & Development

• Apply a contemporary approach to learning: modular, applied, and embedded into the flow of work rather than event-based. Skip the passive, deck-heavy formats in favor of approaches that actually stick.
• Serve as the internal SME on learning content development — you know how to translate a business need or leadership gap into a well-structured, engaging learning experience. That means writing learning objectives, sequencing content, choosing the right modality, and building materials that don't require a facilitator to carry them.
• Develop and own learning content directly — guides, manager toolkits, workshop decks, facilitation scripts, async resources — producing high-quality materials without outsourcing the thinking to vendors or agencies.
• Partner with People Business Partners and senior leaders to diagnose organizational needs and translate them into smart, right-sized program responses.
• Stay current on the evolving L&D landscape and bring fresh thinking to how Wrapbook develops its people.

AI & the Future of People Work

• Own the programmatic effort to define how AI intersects with People leadership: what it means for how managers lead, how employees grow, how teams are structured, and how the People function operates.
• Translate that thinking into concrete programs — whether that's a leadership development curriculum on leading in an AI-augmented workplace, a framework for how managers use AI in coaching and feedback, or company-wide initiatives that build AI fluency as a leadership competency.
• Actively use AI tools to improve how People programs are built and delivered — from synthesizing employee data and drafting content, to accelerating workshop design and building smarter feedback loops.
• Help the broader People team develop practical AI fluency, modeling how to use these tools thoughtfully rather than treating AI adoption as someone else's problem.

What You'll Have

• 7+ years of experience in People, HR, Organizational Development, Learning & Development, or related fields.
• Proven success leading end-to-end, company-wide programs (e.g., engagement surveys, leadership programs, DEIB initiatives).
• Exceptional program and project management skills — you bring clarity to ambiguity, build the right infrastructure without overengineering it, and execute with focus.
• Hands-on experience using AI tools (e.g., ChatGPT, Claude, Notion AI, or similar) to meaningfully improve how you work — not just familiarity, but real applied use.
• A modern take on L&D: you know what good looks like, what's outdated, and how to design experiences people actually value.
• Demonstrated ability to connect People initiatives to measurable business outcomes.
• Strong cross-functional partnership skills, especially with senior leaders.
• Exceptional written and verbal communication — you can write a crisp exec brief and a compelling employee communication.
• Experience using qualitative and quantitative data to shape program design and demonstrate impact.
• Comfort influencing without authority in a fast-moving, ambiguous environment.
• Curiosity about org design — how structure, spans, and team dynamics shape culture and performance.