People Programs Specialist (Contract)

Crusoe Energy Systems; Seattle (WA); On-site; USD 85,000 - 110,000; Full time

Benefits offered by this job

Health benefits

Paid time off

401(k) match

Mental wellness

Job summary

Crusoe Energy Systems is seeking a People Programs Specialist to help build Crusoe’s core talent programs, including job architecture and performance management, with a focus on systems that run them. The role sits with the Talent Management team and involves turning decisions into finished work, from a complete job profile library to a configured Workday tenant.

The role blends detail work and execution, moving between building job profiles, calibrating leveling logic, and drafting manager

Qualifications

• 3–6 years in People/HR programs, talent management, or HR operations.
• Experience with job architecture, competency frameworks, or job profile management.
• Experience with Workday (HCM, Talent, or Performance modules); Lattice administration.

Responsibilities

• Complete the remaining job family and leveling build, including drafting profiles and mapping roles.
• Maintain the source-of-truth architecture files and handle technical administration.
• Support rollout: manager communications, FAQ and toolkit development, mapping review sessions.
• Configure and test Workday performance appraisal, including requirements docs, UAT coordination, and defect tracking.
• Build process documentation and admin runbooks for ongoing system support.
• Support the operational backbone of review cycles: launch setup, eligibility logic, cycle monitoring, and reporting.

Skills

People/HR programs

Talent management

Program design

Education

Bachelor’s degree in HR

Tools

Workday

Lattice

Job description

• We’re looking for a People Programs Specialist to support the build-out of Crusoe’s core talent programs - job architecture, performance management, and the systems that run them. Most of this work is in progress rather than established, so the role is closer to construction than maintenance
• This person supports the Talent Management team who owns these programs. Program design, stakeholder strategy, and business-facing decisions sit with the program owners
• This role turns those decisions into finished work: a complete job profile library, a configured and tested Workday tenant, a review cycle that launches on time
• That means moving between detailed build work and operational execution depending on the week — pressure-testing leveling logic across a large set of job profiles, drafting manager toolkits and FAQs, tracking a cycle to completion
• The complexity here comes from the population. Crusoe is vertically integrated, spanning land acquisition and power development, real estate and data center construction, hardware manufacturing, and software engineering
• The workforce ranges from skilled tradespeople on job sites to electrical engineers commissioning facilities to ML researchers
• A job family structure or performance framework that fits one group often doesn’t fit another, and the failure points usually surface during the build rather than the design. We need someone who catches those and raises them early
• The role broadly supports People Operations & Strategy. It’s a 12-month engagement covering the job architecture rollout, the Workday performance implementation, and two full review cycles
• Complete the remaining job family and leveling build — drafting job profiles, mapping roles, resolving gaps with COEs and business stakeholders
• Maintain the source-of-truth architecture files and handle the technical administration that keeps them accurate
• Support rollout: manager communications, FAQ and toolkit development, mapping review sessions, escalation triage
• Partner on configuration and testing of Workday performance appraisal — requirements documentation, test scripting, UAT coordination, defect tracking
• Build the process documentation and admin runbooks that make the system supportable after go-live
• Support the operational backbone of review cycles: launch setup, population and eligibility logic, cycle monitoring, reminder cadence, completion reporting
• Troubleshoot in-cycle issues and act as first-line support for managers and ESPs
• Move between operational execution and program work as priorities shift — talent review support, career pathway documentation, program effectiveness reporting, ad hoc analysis

Benefits

• Health & wellbeing: Comprehensive health benefits designed to support your overall wellness
• Time away: Paid time off for vacations, family bonding, and unexpected needs
• 401(k) match: Build your financial future with our 401(k) matching program
• Mental wellness: Resources and support for your emotional wellbeing and navigating life’s challenges

Clear written communication for manager- and executive-facing materialsActive use of AI tools to accelerate drafting, analysis, and documentationStrong documentation discipline and attention to detailComfortable with ambiguity and a fast-moving environment3-6 years in People/HR programs, talent management, or HR operationsExperience with job architecture, competency frameworks, or job profile managementBachelor’s degree in HR, Organizational Development, Business, or equivalent experienceExperience with Workday (HCM, Talent, or Performance modules)Lattice (or similar: Culture Amp, 15Five) administrationExperience supporting a performance management redesign or system migration