People Program Manager

Abnormal Security Corp.; United States; On-site; USD 120,000 - 180,000; Full time

Job summary

Abnormal AI is transforming HR in an AI-first world. We’re seeking a People Programs Manager who can ship large, cross-functional programs and own the performance and pay cycle from start to finish.

You’ll build program calendars, run post-mortems, partner with Analytics, lead change management for AI adoption in HR, and help IPO readiness. This is for someone who wants to build something, not maintain the status quo.

Qualifications

• 5–7 years in People Operations or HR program management.
• Experience owning cross-functional programs end-to-end with multiple stakeholders and tight timelines.
• Strong knowledge of performance management and compensation cycle execution.

Responsibilities

• Own end-to-end mid-year and annual performance and pay cycle with partners.
• Run formal post mortems after each cycle and document learnings.
• Own the People team's program calendar and roadmap with cross-functional collaboration.
• Diagnose pain points and build processes to address them.
• Ensure People data is accessible with proper permissions and governance.
• Lead change management for AI adoption within HR and develop rollout plans.

Skills

Program management

Cross-functional

Performance mgmt

Compensation cycles

Post mortems

HRIS Workday

Asana

Notion

Google Workspace

AI in HR

Tools

Workday

Asana

Notion

Google Workspace

Job description

About the Role

Abnormal AI is building one of the most ambitious AI-native security companies in the world, and our People team is expected to operate at the same level. We're looking for a People Programs Manager who brings the rigor of a great operator, the instincts of a strategist, and the curiosity of someone who genuinely wants to reimagine how HR works in an AI-first world.

In this role, you'll be the connective tissue of the People team — the person who makes sure our biggest programs actually land. You'll own the performance and pay cycle from start to finish, run the post mortems that make each cycle better than the last, partner with Analytics to close gaps in our People data, and assist with AI transformation initiatives that change how the team works. You'll also be the PM who brings structure, accountability, and forward momentum to cross-functional projects across the People function.

This isn't a role for someone who wants to maintain the status quo. It's for someone who wants to build something.

What you will do

• Own the end-to-end mid-year and annual performance and pay cycle — including program management, check-ins, reviews, calibration, and compensation timelines — in partnership with HRBPs, Total Rewards, and People leadership
• Run a formal Performance and Pay Post Mortem after each cycle, synthesizing outcomes, documenting what worked and what didn't, and making data-backed recommendations for future cycles
• Own the People team's program calendar and roadmap, coordinating workstreams across HRBPs, Total Rewards, Talent Acquisition, and L D; build and maintain lightweight project infrastructure including intake processes, status reporting, frameworks, and milestone tracking
• Diagnose cross-functional people team pain points and build out a process to address them
• Ensuring that relevant People data is accessible and actionable in Cowork with robust permissioning
• Act as change management lead for AI adoption within HR, developing rollout plans, training materials, and feedback loops
• Build rewards and recognition programming for AI Transformation across the business in partnership with the Transformation team
• Help with IPO readiness programs

Must Haves

• 5-7 years of experience in People Operations, HR program management, or a closely related field
• Demonstrated experience owning complex, cross-functional programs end-to-end with multiple stakeholders and tight timelines
• Strong working knowledge of performance management and compensation cycle execution
• Experience conducting post mortems or retrospectives on programs and translating learnings into action
• Comfort working with ambiguity and building structure where little exists
• Excellent written and verbal communication
• Experience with or genuine curiosity about AI tools in an HR/People context; prior hands-on AI experimentation is a strong plus
• Proficiency with HRIS platforms (Workday preferred), project management tools (Asana, Notion, or similar), and Google Workspace

#LI-