Sr People Program Manager

Amplitude is the leading AI analytics platform, helping over 4,700 customers—including Atlassian, Burger King, NBCUniversal, Square, and Under Armour—build better products and digital experiences. With powerful AI Agents embedded across our platform, teams can analyze, test, and optimize user experiences faster than ever. Ranked #1 across multiple categories in G2’s Fall 2025 Report, Amplitude is the best-in-class solution for product, data, and marketing teams. Learn more at amplitude.com.

As an organization, we deliver for our customers by living our values. We operate from a place of humility, take ownership of problems and successes, approach challenges with a growth mindset, and put our customers at the center of everything we do.

Amplitude’s Commitment to Diversity Equity & Inclusion (DEI): Amplitude believes that diversity enables the creation of better products, improves the ability to solve complex problems, and drives more powerful solutions. We strive to create an environment of inclusion—one focused on psychological safety, empathy, and human connection—that will allow employees of all backgrounds to thrive.

About the Role

We’re looking for a Senior People Program Manager who brings structure to complexity and keeps people at the center of every program. This is not a role for someone who manages tasks — it’s for someone who drives the evolution of how our People team operates. You’ll own execution across our highest-priority HR initiatives, from technology implementations to global program rollouts, while serving as the connective tissue between People leadership and every cross-functional partner involved. You bring clarity to ambiguity, accountability to workstreams, and genuine care for the employee experience that sits behind every project you ship.

What You’ll Do

• Own end-to-end program management for critical HR initiatives: HR tech implementations, compensation and performance cycles, goal-setting programs, engagement surveys, benefits open enrollment, and contingent workforce programs.

• Build and maintain detailed project plans with clear milestones, owners, dependencies, and risk mitigation strategies.

• Run structured cadences — standups, steering committees, retrospectives — and maintain transparent status reporting that keeps stakeholders ahead of problems, not behind them.

• Serve as the central coordination point between People leadership, Legal, Finance, IT, and other cross-functional partners — aligning on scope, flagging risks early, and keeping decisions moving.

• Develop rollout plans, communications, and enablement materials for new programs and system changes, shaped for a global employee base with varying technical fluency and regional context.

• Lead M&A people integration workstreams as needed — a distinct, high-complexity body of work requiring dedicated planning, precision, and cross-functional coordination.

• Identify and implement process improvements that reduce manual effort, improve the employee experience, and make programs repeatable and scalable year over year.

What We’re Looking For

• 5+ years in Program or Project Management, with at least 3 years leading programs within HR, People Operations, or a related function — including exposure to M&A people integration work.

• Demonstrated experience managing multiple concurrent programs with competing priorities and real interdependencies — and a track record of delivering on time and in scope.

• Experience leading or managing a technology implementation or migration, whether as a hands-on admin or as the PM driving end-to-end delivery; familiarity with modern HR tech stacks — Workday, Greenhouse, Zendesk, Slack, Confluence — and comfort using data and reporting to inform program decisions.

• Proficiency with project management tools such as Asana, Jira, or Smartsheet to manage workstreams, track dependencies, and maintain stakeholder visibility.

• Actively uses AI tools (Claude, ChatGPT, Gemini, or similar) to accelerate your own work - drafting communications, building project plans, analyzing data, and automating repetitive tasks — with a forward-looking curiosity about how AI can improve HR programs and operational efficiency.

• Strong written communication skills — you can write a project brief, a leadership update, and an all-hands FAQ with equal confidence.

• Comfortable operating at both the strategic and tactical level: you can present a program roadmap to leadership and then jump into the details to unblock a workstream the same afternoon.

• You see reprioritization as a normal part of the work, not a disruption.

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