Program Manager, People Transformation & Enablement

PAFC; Stati Uniti; Remoto; USD 110.000 - 140.000; Tempo pieno

Descrizione del lavoro

Detroit Institute of Arts seeks a Program Manager, People Strategy & Transformation, to lead the planning and execution of strategic HR initiatives. The role partners with HR leadership, HRBPs, COEs, and business leaders to translate priorities into scalable people strategies and deliver measurable business outcomes.

Responsibilities include end-to-end program management, change management, and leveraging workforce analytics to inform decisions and drive organizational effectiveness.

Competenze

• Five or more years of relevant experience in project or program management.
• Experience leading cross-functional initiatives and working with data, AI, automation, or digital solutions preferred.
• Healthcare or multi-site organization experience preferred.
• Change management, analytics, or related certifications are a plus.

Mansioni

• Translate enterprise business objectives into strategic people initiatives and actionable roadmaps.
• Lead end-to-end execution of complex, cross-functional HR programs and transformation initiatives.
• Develop program charters, project plans, timelines, budgets, and success metrics.
• Establish governance structures and accountability to ensure effective execution.
• Develop dashboards, executive presentations, and reports to communicate progress and outcomes.

Conoscenze

Project management

Stakeholder management

Lean Six Sigma

Analytical thinking

AI/automation literacy

Communication & presentation

Cross-functional leadership

Change management

Formazione

Bachelor's degree

PMP/Lean/Six Sigma certification

Strumenti

Microsoft Copilot

Power Automate

Power Apps

Copilot Studio

Descrizione del lavoro

PRIMARY FUNCTION

The Program Manager, People Strategy & Transformation, leads the planning, development, and execution of strategic HR initiatives that advance organizational effectiveness, workforce capabilities, and business transformation. This role partners cross-functionally with HR leadership, HR Business Partners (HRBPs), Centers of Excellence (COEs), and business leaders to translate organizational priorities into scalable people strategies, drive change management, and deliver measurable business outcomes.

ESSENTIAL DUTIES AND RESPONSIBILITIES

People Strategy & Organizational Effectiveness

Translate enterprise business objectives into strategic people initiatives and actionable roadmaps. Partner with HR leadership to identify opportunities to enhance organizational effectiveness and workforce performance. Support organizational design, workforce planning, restructuring, and operating model transformation. Identify opportunities to improve talent management, leadership development, employee engagement, and retention.

Strategic Program & Project Management

Lead end-to-end execution of complex, cross-functional HR programs and transformation initiatives. Develop program charters, project plans, timelines, milestones, budgets, and success metrics. Establish governance structures, operating rhythms, and accountability mechanisms to ensure effective execution. Monitor progress, risks, dependencies, and deliverables while proactively addressing barriers. Drive continuous improvement and scalable solutions across HR processes and programs.

Change Management & Transformation

Develop and implement change management strategies to support organizational transformation and adoption. Partner with stakeholders to assess organizational readiness, impacts, and change risks. Lead stakeholder engagement, communications, and implementation planning. Facilitate change initiatives that enhance employee experience, operational efficiency, and organizational agility. Evaluate adoption and effectiveness through data, feedback, and measurable outcomes.

Data Analytics & Strategic Insights

Leverage workforce analytics, organizational data, and business insights to inform strategic decisions. Develop dashboards, executive presentations, and reports to communicate progress and outcomes. Establish KPIs and success measures to evaluate program effectiveness and return on investment. Identify trends, opportunities, and recommendations to support executive decision-making.

SUPERVISORY RESPONSIBILITIES

None. Leads project teams and influences work across functions without direct reporting authority.

QUALIFICATIONS

EDUCATION:

• Bachelor’s degree in business administration, human resources, project management, analytics, information systems, or a related field required. Commensurate experience may substitute for education.

LICENSURE:

• Project Management Professional (PMP), Lean, or Six Sigma certification required. Change management, analytics, AI, automation, or related certification preferred

EXPERIENCE:

• Minimum of five (5) years of relevant experience in project or program management, process improvement, analytics, transformation, Human Resources, technology, or a related field. Experience leading cross-functional initiatives and working with data, AI, automation, or digital solutions preferred. Healthcare or multi-site organization experience preferred.

KNOWLEDGE, SKILLS AND ABILITIES

• Strong project and program management skills, including planning, risk management, stakeholder alignment, and follow-through.
• Knowledge of Lean, Six Sigma, process improvement, or related methodologies.
• Strong analytical and problem-solving skills with the ability to translate data into insights and recommendations.
• Ability to define reporting requirements, validate outputs, and coordinate effectively with HRIS, data, and reporting teams.
• Practical understanding of generative AI, automation, and workflow improvement; experience with Microsoft Copilot, Power Automate, Power Apps, Copilot Studio, or comparable tools preferred.
• Strong written, verbal, facilitation, and presentation skills.
• Ability to lead cross-functional work and influence stakeholders without direct authority.
• Strong judgment, discretion, organization, attention to detail, and ability to manage multiple priorities.

TYPICAL WORKING CONDITIONS

• Non-patient facing.
• Full-time remote/telework; must be U.S. based.
• Frequent telephone and virtual interaction.
• May require sitting or standing and viewing computer screens for extended periods.
• High-volume, rapidly changing environment.
• Occasional travel may be required.

PERFORMANCE REQUIREMENTS

Adhere to all organizational information security policies and protect all sensitive information including but not limited to ePHI and PHI (Protected Health Information) in accordance with organizational policy, Federal, State, and local regulations.

The foregoing description is not intended and should not be construed to be an exhaustive list of all responsibilities, skills, efforts or working conditions associated with the job. It is intended to be an accurate reflection of the general nature of level of the job.