Senior Program Manager People Programs

Senior Program Manager People Programs REI (Recreational Equipment Inc.) - 3.9 Seattle, WA Job Details $113,200 - $181,100 a year 1 day ago Benefits Health insurance Employee discount Retirement plan Qualifications Human-centered design Project portfolio management Stakeholder engagement Strategic management Process optimization Process improvement Data reporting Qualitative analysis Change management Key Performance Indicators Analysis skills Project management lifecycle Decision making Data interpretation Strategic communications Employee engagement Senior level Training Cross-functional collaboration Cross-functional team management Data-driven decision making Communication skills Strategic thinking in HR leadership Stakeholder relationship building Cross-functional communication Stakeholder management

Full Job Description Overview:

As a member of the Employee Lifecycle & Belonging team, the Senior Program Manager plays a critical role in advancing a high-performance, purpose led culture by designing and delivering people programs that are deeply connected to the moments that matter most in the employee experience. Reporting to the Director of People Programs, Maximize & Maintain , this role is responsible for the endtoend lifecycle of people programs—from design and delivery through implementation and continuous optimization—ensuring programs drive real cultural and business impact. The Senior Program Manager brings a strong people centered and business focused perspective , applying strategic, analytical, and systems thinking to create intuitive, scalable solutions. By staying closely connected to employees, people leaders, and partners, this role serves as a catalyst for positive cultural change across the Co-op.

Responsibilities:

Responsibilities Own the end-to-end lifecycle of people and culture programs , leading the design, delivery, implementation, and continuous optimization of performance management, talent management, recognition, career development, and cultural initiatives that enable futureready talent, achieve strategic business objectives, and drive meaningful cultural impact. Lead and evolve a portfolio of interconnected programs across the employee ecosystem, ensuring programs are appropriately sequenced, integrated, and designed to deliver sustainable value and consistent experiences at scale. Serve as a strategic advisor to HR and business leaders , leveraging deep business understanding to proactively identify issues, diagnose root causes, and shape people centric, data informed solutions that strengthen culture, engagement, and performance. Apply and advance Human Centered Design principles at scale , ensuring people programs are grounded in employee and leader needs and supported by intentionally designed learning and educational experiences that build understanding, capability, and confidence in how programs are used. Design and steward streamlined, end to end employee experiences , identifying and operationalizing opportunities for simplification, automation, integration, and governance to ensure clarity, accessibility, and ease of use across programs and processes. Lead complex cross - functional partnerships with HRBPs, HR COEs, Employee Relations, Legal, and business leaders to facilitate organizational change, respond to employee feedback, and align stakeholders around shared cultural and business outcomes. Ensure REDI (Racial Equity, Diversity, and Inclusion) principles are foundational to program strategy, design, delivery, and optimization—holding a high bar for equitable outcomes and inclusive experiences across all employee populations. Design and lead stakeholder engagement strategies , bringing the right leaders and partners together at the right time to focus on the right work, enable effective decision making, and drive optimal cultural and business results. Establish success measures and evaluate program impact , defining KPIs, delivering product health and program excellence reports, conducting audits, and translating insights into recommendations that inform decisions and mitigate risk across the portfolio. Apply strong analytical, systems thinking, and problem solving skills to synthesize quantitative and qualitative data, investigate complex challenges, guide decisions, and formulate scalable, practical solutions across the employee ecosystem. Evaluate people programming solutions based on a balanced assessment of desirability, feasibility, and business viability, ensuring solutions are both innovative and grounded in operational realities. Act as a steward of the Employee Lifecycle & Belonging experience , ensuring consistency, quality, and coherence across a multiprogram experience design portfolio, including alignment to internal and external brand expectations. Set communication and enablement strategy for people programs , developing and guiding clear, compelling narratives, learning assets, and facilitated experiences that resonate with diverse audiences—from frontline employees to senior leaders—and reinforce trust, transparency, and engagement. Establish and maintain a high bar for program excellence , influencing and supporting peers and partners to deliver high quality work consistently and strengthening overall execution maturity across the team. Maintain a strong connection to the business and external landscape , understanding the Coop's strategy and industry while translating leading people practices and emerging trends into relevant, scalable program enhancements.

Qualifications:

People centered and culture forward approach Demonstrated ability to deeply understand diverse employee and leader audiences and design people centric programs that strengthen culture, engagement, performance, and trust while delivering meaningful business outcomes. Strategic and portfolio level thinking Ability to set direction, articulate a clear vision, and evolve strategy across People Programs pillars, translating enterprise priorities into cohesive, scalable people solutions. Systems thinking and ecosystem awareness Proven ability to understand and navigate the interconnected employee ecosystem—including programs, systems, tools, processes, and behaviors—and design integrated solutions that work together holistically. Continuous improvement and innovation mindset Experience identifying opportunities to evolve programs through forward-thinking, evidence-based approaches, staying current on industry best practices, emerging workforce trends, and future ready talent practices. Senior program and portfolio management Demonstrated ability to lead multiple, interconnected programs simultaneously, manage tradeoffs and dependencies, influence prioritization, and ensure program efficacy and longterm sustainability across an enterprise portfolio. Cross functional leadership and stakeholder influence Strong capability to build trust-based relationships and lead through influence across all levels of the organization—including HR partners, business leaders, and field environments—to align stakeholders and drive outcomes. Strategic communication and enablement Ability to set communication and enablement strategy for people programs, delivering clear, compelling narratives, visual assets, learning experiences, and facilitated trainings that drive understanding, adoption, and consistent application across audiences, including senior leaders. Data informed decision making and insight generation Advanced analytical skills to evaluate program performance, synthesize quantitative and qualitative data, generate actionable insights, and translate findings into recommendations through program health reports and impact analyses. Complex problem solving and decision making Proven ability to navigate ambiguity, identify risks and opportunities, and develop practical, people centric solutions that balance short-term needs with long-term cultural and strategic goals. Process design, optimization, and governance Experience designing and evolving systems, processes, and governance structures that enable efficient, high-quality program delivery while maintaining a strong people centric lens. Compliance, stewardship, and quality leadership Demonstrated ability to establish and uphold standards for program excellence, governance, and integration within a broader enterprise ecosystem, influencing others to deliver consistently high-quality outcomes. Preferred experience Experience designing, delivering, and evolving programs across the employee lifecycle, with demonstrated depth in performance management, talent management, career development, learning enablement, and talent practices that support future ready talent.

Closing:

At REI, we believe the outdoors is for all . We are committed to becoming a fully inclusive, anti-racist, multicultural organization. We know that there's strength in our diversity - that each employee brings unique skills, experiences, and perspectives. Every day you are driving change, fostering a culture of respect, and knowing you're backed by benefits that support your whole life. To work towards this commitment and fulfill our brand promise of inspiring and enabling a life outside for everyone, we seek employees who demonstrate different ways of working, create a sense of belonging, and actively listen and learn. Pay Transparency We are committed to practices that promote pay equity and transparency. As required by applicable Pay Transparency laws, REI provides a range of compensation for roles that may be hired in locations under these requirements. Factors that may be used to determine your actual salary may include a wide array of factors, including: your specific skills and experience, geographic location or other relevant factors. REI offers all regular employees a generous employee discount, access to health benefits, a retirement savings plan and accrued time off. Click here for a detailed overview of benefits plans by employee profile.

Base Pay Range:

$113,200.00 - $181,100.00 per year