Program Manager, People

About Us
HighLevel is an AI powered, all-in-one white-label sales & marketing platform that empowers agencies, entrepreneurs, and businesses to elevate their digital presence and drive growth. We are proud to support a global and growing community of over 2 million businesses, including agencies, consultants, and businesses of all sizes and industries. HighLevel empowers users with all the tools needed to capture, nurture, and close new leads into repeat customers. As of mid 2025, HighLevel processes over 4 billion API hits and handles more than 2.5 billion message events every day. Our platform manages over 470 terabytes of data distributed across five databases, operates with a network of over 250 microservices, and supports over 1 million hostnames.

Our People
With over 1,500 team members across 15+ countries, we operate in a global, remote-first environment. We are building more than software; we are building a global community rooted in creativity, collaboration, and impact. We take pride in cultivating a culture where innovation thrives, ideas are celebrated, and people come first, no matter where they call home.

Our Impact
As of mid 2025, our platform powers over 1.5 billion messages, helps generate over 200 million leads, and facilitates over 20 million conversations for the more than 2 million businesses we serve each month. Behind those numbers are real people growing their companies, connecting with customers, and making their mark - and we get to help make that happen.

Learn more about us on our YouTube Channel or Blog Posts

About the Role
We’re looking for a Program Manager, People to serve as the agile "engine room" for the People organization at HighLevel. Reporting directly to the Chief of Staff in the CPO’s Office, you will lead a lean, high-impact Project Management Office (PMO) dedicated to translating strategic vision into disciplined execution.

This isn't a "check-the-box" administrative role; it is a senior individual contributor position designed for a specialist who thrives on solving complex, cross-functional puzzles. You will own the project lifecycle across multiple HR domains, ensuring that our highest-priority initiatives land effectively and sustainably.

The ideal candidate is obsessed with the internal customer experience—viewing every process, toolkit, and rollout through the lens of the employee and manager. You must be a master of "just enough" governance: providing the structure and documentation needed for executive visibility while remaining fluid enough to shift gears instantly in our fast-paced, high-growth environment.

Why This Role Matters
At HighLevel, we move fast, but speed without structure leads to friction. This role is the bridge between "what" we want to achieve and "how" it actually gets done. By establishing agile governance and process rigor, you ensure that the People team’s efforts are sequenced correctly, resourced effectively, and delivered with excellence.

You matter because you protect our culture of Customer Obsession. By managing dependencies and proactively mitigating risks, you prevent "initiative fatigue" and ensure that every new program feels like a value-add to the organization rather than a burden. Ultimately, you are the architect of our operational backbone, enabling the CPO’s Office to scale with precision and driving measurable impact that keeps our talent—and our business—ahead of the curve.

What You’ll Do

End-to-End Program Lifecycle Ownership:
• Drive Cross-Functional Delivery: Own the full lifecycle of high-visibility initiatives—from initial concept and project chartering to final implementation and adoption.
• Manage Team-Wide Sequencing: Partner with the Chief of Staff to prioritize the People team's collective backlog, ensuring resources are focused on the most impactful organizational needs.
• Rapid Re-Scoping: Demonstrate the agility to shift project goals and timelines mid-stream as business priorities evolve, without losing operational rigor.

Customer-Obsessed Project Governance & Execution:
• Standardize with "Low Friction": Establish repeatable project management frameworks that provide leadership visibility without slowing down the team’s creative work.
• Proactive Risk Mitigation: Identify potential roadblocks to employee adoption early and design mitigation strategies that prioritize a positive employee experience.
• Quality & Process Rigor: Maintain the "source of truth" for all People projects, ensuring documentation is accurate, accessible, and professional.
• Adopt a "Customer First" Mindset: Treat every People initiative as a product launch where the employees and managers are the end users.
• Design for Adoption: Proactively identify and remove "friction points" in process rollouts to ensure a seamless experience for the organization.
• Build High-Touch Enablement: Create intuitive leader toolkits, FAQs, and feedback loops that empower stakeholders to succeed with minimal overhead.
• Iterate Based on Feedback: Use real-time sentiment and adoption data to pivot program designs, ensuring they solve actual user problems.

Agile Governance & Process Rigor:
• Establish "Just Enough" Governance: Build documentation standards and project rituals that provide maximum visibility with minimum "process tax".
• Dynamic Sequencing: Partner with the Chief of Staff to manage the intake of new ideas, ensuring the team is focused on the highest-value work for the customer at any given time.
• Navigate Ambiguity with Grace: Shift gears fluidly as business needs evolve, maintaining momentum even when project charters need to be rewritten mid-sprint.
• Clear & Empathetic Communication: Translate technical or complex project updates into concise, human-centric narratives for executive and all-company audiences.

Enable Change & Adoption :
• Anticipate resistance points and proactively develop mitigation strategies to drive sustained behavior change.
• Apply structured change management methodologies to drive enterprise-wide adoption and sustained behavior change.
• Create leader toolkits, FAQs, enablement materials, and feedback loops to reinforce long-term program success.
• Measure adoption and program impact, iterating as needed to achieve intended outcomes.
• Identify opportunities to improve process efficiency and program scalability.

What You’ll Bring:
• 8+ Years of Experience: Leading complex, multi-workstream initiatives in high-growth, remote-first environments.
• Methodological Fluidity: Expert-level knowledge of Agile and hybrid models, with the wisdom to know when to follow the process and when to break it for the sake of the customer.
• Stakeholder Empathy: Proven ability to influence and lead cross-functional groups by understanding their unique pain points and goals.
• Outcome Over Output: A track record of measuring success by "adoption and impact" rather than just "on-time delivery".
• Strong understanding of core HR domains (performance, engagement, workforce planning, talent development, compliance, total rewards).Demonstrated success leading complex, cross-functional projects in high-growth, remote-first environments.
• Proven ability to manage multiple stakeholders and competing priorities with minimal oversight.
• Excellent organizational, facilitation, and communication skills.
• Comfort working in environments with evolving scope and shifting priorities.
• Data-informed mindset with the ability to track and report on program health and impact.

The salary range for this position is $111000- $136000 annually.

Equal Employment Opportunity Information
The company is an Equal Opportunity Employer. As an employer subject to affirmative action regulations, we invite you to voluntarily provide the following demographic information. This information is used solely for compliance with government recordkeeping, reporting, and other legal requirements. Providing this information is voluntary and refusal to do so will not affect your application status. This data will be kept separate from your application and will not be used in the hiring decision.

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