Human Capital Project Manager (1B16A66)

Referment; New York (NY); On-site; USD 110,000 - 150,000; Full time

Job summary

Referment is seeking a Human Capital Project Manager to translate business questions into data-driven solutions within employee-data products, compensation processes, and third-party platforms. You’ll bridge human capital, internal developers, and senior stakeholders from discovery through delivery.

The role emphasizes scoping open-ended problems, creating cross-team workflows, and driving projects to completion while supporting users.

Qualifications

• Bachelor’s degree or higher and at least seven years of relevant experience.
• Excellent written and verbal communication, including confidence engaging executive stakeholders.
• Strong problem-solving and systems thinking, with the ability to translate non-technical user needs into technical requirements.
• Advanced Excel skills and the willingness to work through both strategic questions and detailed execution.
• A track record of driving projects to completion across colleagues with different levels of technical knowledge.

Responsibilities

• Curate and analyse employee data to answer operational and strategic talent questions for business leaders.
• Manage cross-functional compensation projects and processes, partnering with developers to improve the systems that hold and report the underlying data.
• Own stakeholder relationships and contribute to project planning, backlog management, user support and troubleshooting.
• Carry out ad hoc compensation analysis in partnership with colleagues across human capital and related teams.
• Scope ambiguous projects through user discovery, then create cross-team workflows and products that address the resulting needs.

Skills

Stakeholder engagement

Systems thinking

Data analysis

Problem solving

Education

Bachelor’s degree or higher

Tools

Excel (Advanced)

Job description

Referment is working with a global investment and technology firm seeking a Human Capital Project Manager to join the team responsible for employee-data products, third-party platforms and compensation processes. You’ll use data and systems thinking to answer important talent questions and improve the workflows and tools that support decision-making.

This role connects human capital, internal developers and senior business stakeholders. You’ll scope open-ended problems, translate non-technical needs into clear technical requirements, and carry projects from discovery and backlog planning through delivery and user support.

The Role

• Curate and analyse employee data to answer operational and strategic talent questions for business leaders.
• Manage cross-functional compensation projects and processes, partnering with developers to improve the systems that hold and report the underlying data.
• Own stakeholder relationships and contribute to project planning, backlog management, user support and troubleshooting.
• Carry out ad hoc compensation analysis in partnership with colleagues across human capital and related teams.
• Scope ambiguous projects through user discovery, then create cross-team workflows and products that address the resulting needs.

What We’re Looking For

• A bachelor’s degree or higher and at least seven years of relevant experience.
• Excellent written and verbal communication, including confidence engaging executive stakeholders.
• Strong problem-solving and systems thinking, with the ability to translate non-technical user needs into technical requirements.
• Advanced Excel skills and the willingness to work through both strategic questions and detailed execution.
• A record of driving projects to completion across colleagues with different levels of technical knowledge.
• Excellent discretion when handling confidential employee and compensation information.

Experience managing complex, multi-stakeholder software implementations is preferred. Technical writing, process mapping, process re-engineering and data modelling are useful advantages, as is an interest in applying generative AI to tools and workflows.

This could suit an HR technology project manager, people-systems product owner, compensation operations lead or business analyst with substantial stakeholder and implementation experience.

#Referment