Senior People Strategy & Programs Manager

📋 Description

• • Serve as the connective tissue of the People team by identifying and resolving ambiguous, undefined problems before they are formally scoped, determining whether a quick fix or systemic solution is required.
• • Act as a trusted thought partner and autonomous executor for the Sr. Director of People Operations, providing strategic input and operational support across People Strategy & Operations, Analytics & Insights, New Hire Programs, Talent Management, and HR Compliance & Governance.
• • Diagnose recurring patterns versus one-off issues and build durable infrastructure—such as standardized processes, playbooks, and evaluation frameworks—when scale and consistency are needed.
• • Translate high-level People team strategic objectives into actionable operational plans, ensuring alignment across sub-functions and consistent execution at scale.
• • Manage the internal operating rhythm of the People team by facilitating strategic planning sessions, tracking departmental OKRs and goals, and ensuring accountability for core priorities.
• • Synthesize cross-functional data and qualitative insights into executive narratives, helping draft high-leverage communications, board materials, and quarterly business reviews (QBRs) for People leadership.
• • Own end-to-end delivery of cross-functional initiatives, managing timelines, stakeholders, and communications from scoping through stabilization.
• • Serve as an operational force multiplier for functional leads by streamlining manager and employee enablement and managing handoffs between teams during program launches.
• • Orchestrate People team readiness for complex initiatives such as geographic expansion, coordinating with Compliance, Onboarding, Benefits, Payroll, Compensation, and People Operations specialists to synchronize timelines and map dependencies.
• • Influence without formal authority across functions and levels of the organization to drive alignment and execution on People priorities.
• • Design and stand up new programs, processes, or frameworks from scratch where none exist, researching best practices and adapting them to Crusoe’s stage and context.
• • Build with appropriate rigor—scalable where critical, lightweight where sufficient—and codify institutional knowledge into reusable playbooks for seamless handoff to core operational teams.
• • Operate with limited information and high stakes, asking the right questions to bring clarity before others have framed the issue.
• • Exercise strong judgment on when to escalate, when to loop in others, and when to independently solve problems.
• • Maintain discretion when handling sensitive employee and organizational information, knowing what to communicate, to whom, and when.
• • Thrive in dynamic, ambiguous environments where paths are not fully paved and structures are being built in real time.
• • Bring structure to chaos by managing multiple projects end to end under pressure while staying organized and delivering results.
• • Drive change management efforts during the rollout of new People programs, ensuring adoption and sustainability across the organization.
• • Partner with HR Compliance, Talent Acquisition, Compensation, and Benefits teams to align on governance, legal risk, and operational execution.
• • Support the People team’s readiness for scaling initiatives by anticipating needs and proactively designing systems that accommodate growth.
• • Contribute to the evolution of Crusoe’s People function by identifying gaps, proposing innovations, and implementing solutions that elevate team effectiveness and employee experience.