Job Type

Full-time

Description

Fully Remote (U.S. Only): This is a fully remote position, allowing you to work from home or location of record within the U.S. with no in-office requirements. You must be available five days per week during designated work hours. The work arrangement for this role is subject to change based on business needs and individual performance. This may include adjustments to on-site requirements or schedule expectations, as necessary.

Position Overview

The HR Initiative Manager is responsible for driving the execution and delivery of cross-functional HR initiatives that support business priorities and people strategies. This role operates as key integrator across the team-bringing structure, discipline, and clarity to initiatives led by HR Business Partners, Centers of Excellence (COEs), and business leaders.

Partnering closely with HRBPs, COEs, and key stakeholders, the HR Initiative Manager translates priorities into actionable plans, coordinates work across teams, and ensures initiatives are delivered consistently, efficiently, and with measurable outcomes. By providing strong executional rigor, initiative management, and clear communication, this role helps reduce operational burden on HR Business Partners while improving visibility, alignment, and impact of HR programs across the organization.

Primary Responsibilities

The below represents the primary duties of the position; others may be assigned as needed. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Project and Initiative Leadership

• Lead and manage cross functional projects and initiatives sponsored by the organization (e.g., workforce planning, organizational change, talent planning, leader capability initiatives, and business driven people programs).
• Translate the function's priorities into actionable project plans, including scope, milestones, dependencies, success metrics, governance, and risk mitigation strategies.
• Drive disciplined execution from design through delivery, ensuring initiatives are delivered on time, within scope, and with clear, measurable outcomes.
• Establish program governance, operating cadences, and decision frameworks that promote accountability, clarity, and consistent execution.
• Proactively identify risks, interdependencies, and execution challenges; surface issues early and partner with key internal stakeholders and business leaders to resolve.
• Prepare executive level updates and readouts that communicate progress, risks, trade offs, and decisions required across the HRBP program portfolio.
• Evaluate when initiatives should remain localized versus scaled or standardized for broader impact.

Operational Excellence

• Enable consistent, high-quality execution of initiatives across business units by reducing operational friction and improving delivery quality.
• Design, develop, and maintain scalable tools, playbooks, templates, and standardized processes that support the team in varied business contexts.
• Own coordination, tracking, and follow-through on initiatives, allowing Business Partners to focus on strategic partnership.
• Capture best practices, lessons learned, and feedback to continuously improve how the function delivers programs and services.

Cross-Functional Collaboration

• Act as a primary integration point between HR Business Partners, COEs (e.g., Talent, Total Rewards, People Operations, Organizational Effectiveness), and/or business stakeholders.
• Partner with COEs to align design, sequencing, and delivery of people programs impacting the business.
• Drive alignment, shared accountability, and commitment across cross-functional stakeholders.

Initiative Communication, Change Management, and Optimization

• Synthesize initiative activity, risks, outcomes, and insights into clear, executive level materials (e.g., summaries, dashboards, and presentations) for HR and business senior leadership.
• Leverage data, dashboards, feedback, and insights to monitor program outcomes and inform refinements.
• Ensure consistent execution and messaging while allowing for appropriate business specific nuance.
• Serve as a central point of contact for team feedback on process improvement identification; may partner with cross-functional HR team members on work designed to increase efficiency and reduce redundancy of existing activities, projects, or programs.
• Champion disciplined stakeholder engagement and change execution to drive sustainable business outcomes.

Education and Experience

• Bachelor's degree required; preferred fields include Human Resources, Business Administration, Organizational Development, or a related discipline. Master's degree preferred.
• Minimum 5+ years of progressive HR experience, preferably as an HR Business Partner, HR Generalist, HR project manager, or in a closely aligned HR role supporting business leaders.
• Demonstrated experience leading complex, multi workstream projects or programs in a matrixed environment.
• Strong understanding of the HR function, Business Partner roles, and how HR programs land and operate within the business.
• Highly developed project and program management skills; ability to manage multiple concurrent initiatives.
• Strong analytical, problem solving, and organizational skills.
• Excellent verbal and written communication skills, including the ability to synthesize complex information for senior leaders.
• Experience leveraging HR technology, data, and automation tools.
• Ability to influence and drive outcomes without direct authority.
• Professional certifications (e.g., SHRM SCP, SPHR, PMP, Agile) preferred.

Physical & Technical Requirements

• Ability to sit for extended periods (typically 7-8 hours per day).
• Ability to use a computer, phone systems, and multiple software applications simultaneously.
• Ability to create, edit, and present digital materials and documentation.

The base pay range for this position is $67,200 - $105,000/yr; however, base pay offered may vary depending on job-related knowledge, skills, and experience. This position is eligible for an annual bonus and restricted stock unit grant based on individual performance in addition to a full range of benefits outlined here. This information is provided per the relevant state and local pay transparency laws for the location in which this position will be performed. Base pay information is based on market location. Applicants should apply via www.paylocity.com/careers.

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