# Senior People Strategy & Programs Manager
**Company:** [Crusoe](https://hotfix.jobs/companies/crusoe)
**Location:** San Francisco, CA, New York, NY, Denver, CO
**Experience:** 8+ years
**Skills:** Hr Generalist Experience, Project Management, Program Management, People Operations, Hr Strategy, Change Management, Cross-Functional Collaboration, Process Design, Stakeholder Management, Okr Tracking, Playbook Development, Risk Assessment
**Posted:** 2026-06-27
> Senior People Strategy & Programs Manager who diagnoses ambiguous HR problems, builds scalable programs from scratch, and partners with leadership to drive cross-functional People initiatives at a high-growth AI infrastructure company. Requires 8-10+ years of HR experience and strong program management skills.
## Job Description
## 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
**Apply:** https://hotfix.jobs/jobs/senior-people-strategy-programs-manager-at-crusoe-53b2693f-299c-4d4f-be7b-355682acf13a
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