People Programs Lead, People Operations

About the role

We’re looking for a People Programs Lead to own and evolve key workforce programs, including Immigration, Employer of Record (EOR), and Contingent Workforce. As part of People Operations, you’ll build scalable processes that support business needs, manage operational risk, and deliver a thoughtful experience for employees, partners, and managers.

This role combines program leadership with hands-on execution. You’ll serve as the central point of accountability for your programs, partnering with Legal, Recruiting, People Partners, Payroll, Finance, Procurement, and external providers to navigate complex situations and keep work moving. As business needs evolve, you’ll take on new People programs and bring structure, clear ownership, and sustainable processes to emerging priorities.

In this role, you can expect to

Lead immigration operations

• Own the day-to-day immigration program and drive improvements across sponsorship, case initiation, renewals, employee communications, and reporting.

• Partner with immigration counsel and internal stakeholders to coordinate cases, track critical milestones, and escalate risks and decisions.

• Translate counsel’s guidance and policy changes into clear operational processes and timely communications for employees and managers.

• Manage vendor performance, program spend, and data accuracy while providing a high-touch experience during sensitive transitions.

Own Employer of Record programs

• Manage EOR operations across onboarding, employment changes, and offboarding, coordinating with providers and internal partners.

• Establish clear processes for evaluating and implementing EOR arrangements, with appropriate Legal, Finance, Payroll, and business review.

• Monitor provider service quality, costs, and issue resolution to support a consistent worker and manager experience.

Build and manage the Contingent Workforce program

• Own the operational framework for contingent workers, including intake, approvals, onboarding, extensions, and offboarding.

• Partner with Legal, Procurement, Finance, IT, and business leaders to establish clear requirements for worker engagement, documentation, access, and lifecycle management.

• Maintain visibility into the contingent workforce, including engagement dates, ownership, spend, and upcoming actions.

• Strengthen manager guidance and accountability to improve consistency and reduce operational gaps.

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