Senior People Strategy & Programs Manager

What You'll Be Working On

Diagnose and Solve Ambiguous Problems

• Pick up nascent, undefined problems and determine the right level of solution — a scrappy one-time fix or a systemic change with rollout and change management.
• Operate with limited information and high stakes, asking the right questions to bring clarity before others have framed the issue.
• Distinguish between one-off situations and recurring patterns; build durable infrastructure when it’s warranted.

Act as a Trusted Partner to People Leadership

• Serve as a brainstorming partner and sounding board to the Sr. Director of People.
• Translate high-level strategic objectives into actionable operational frameworks, developing repeatable playbooks, standardized processes, and evaluation frameworks to ensure consistent execution at scale.
• Exercise strong judgment about when to escalate, when to loop in others, and when to just solve it.
• Manage the internal operating rhythm of the People team, facilitating strategic planning sessions, tracking departmental OKRs/goals, and ensuring accountability across sub-functions on core priorities.
• Synthesize cross-functional data and qualitative insights into executive narratives, helping draft high-leverage communications, board materials, or quarterly business reviews (QBRs) for People team leadership.

Drive Cross-Functional Initiatives End to End

• Own projects from scoping through delivery, managing timelines, stakeholders, and communications.
• Serve as an operational force multiplier for functional leads, streamlining manager and employee enablement and managing cross-team handoffs from initial launch all the way through stabilization.
• Bring the right people into the conversation at the right time — neither siloing nor over-involving.
• Orchestrate the People team’s readiness for complex initiatives like geographic expansion, partnering with Compliance, Onboarding, Benefits, Payroll, Compensation, and People Operations specialists to synchronize timelines, map dependencies, and ensure a seamless launch.
• Influence without authority across functions and levels of the organization.

Build 0→1 in a Dynamic Environment

• Design and stand up new programs, processes, or frameworks where none exist.
• Research best practices and adapt them to Crusoe’s context and stage.
• Build with the right level of rigor — scalable where it matters, lightweight where it doesn’t.
• Codify institutional knowledge into reusable playbooks, ensuring that once a new process or program is successfully stabilized, it is documented and seamlessly handed off to core operational teams.

What You'll Bring to the Team

• 8–10+ years HR experience as a generalist, specialist, project manager or program manager.
• HR fluency: You don’t need to be an HRBP, but you understand how people functions work — the language, the levers, and the landmines.
• Strong risk barometer: You can sense when something is a minor issue vs. a legal, cultural, or operational risk, and you respond accordingly.
• Autonomous problem-solving: You don’t wait to be handed a playbook. You research, synthesize, and propose.
• Discretion: You handle sensitive information with care and know what to say, to whom, and when.
• Comfort with ambiguity: You thrive when the scope is undefined and the path isn’t clear.
• Organized: You manage projects end to end, stay organized under pressure, and bring structure to chaos.
• Cross-functional influence: You’ve worked across teams and can earn trust and drive alignment without formal authority.

Bonus Points

• Experience in a People Ops or HR Strategy at a high-growth company.
• Track record of building programs or processes from scratch.
• Exposure to multiple People sub-functions (e.g., talent management, compliance, new hire programs, analytics, compensation, recruiting).
• Experience with change management and cross-functional rollouts.

Benefits

• Competitive compensation and equity packages
• Restricted Stock Units
• Paid time off, paid holidays & leave of absence programs
• Comprehensive health, dental & vision insurance
• Employer contributions to HSA account
• Paid parental leave
• Paid life insurance, short-term and long-term disability
• Professional development & tuition reimbursement
• Mental health & wellness support
• Commuter benefits (parking & transit)
• Cell phone stipend
• 401(k) Retirement plan with company match up to 4% of salary
• Volunteer time off
• Global travel insurance & emergency assistance
• Daily meals allowance
• Additional perks & programs specific to location