Senior Manager, People Strategy & Process

onenergy; Miami (FL); On-site; USD 120,000 - 180,000; Full time

Job summary

ON.energy is seeking a Senior Manager, People Strategy & Process to serve as the operational backbone of the People leadership team. You will translate big-picture direction into structured plans, build essential processes, and keep workstreams on track.

You’ll manage six to eight priority workstreams spanning talent, total rewards, HRBP, people operations, learning and development, and talent acquisition, ensuring alignment, accountability, and timely delivery across the organization.

Job description

ON.energy is setting the standard for large load interconnection. ON's patented AI UPS™ is a medium-voltage UPS that serves as a firewall, protecting the data center from the grid, and the grid from the data center. With multiple gigawatts currently under construction, we are enabling grid-safe data centers.

About the Role

The Senior Manager, People Strategy & Process is the operational backbone of the People leadership team. This role exists to ensure that the EVP of People's priorities - and the People function's broader roadmap - are clearly defined, properly resourced, and driven to completion. You'll operate at the intersection of strategy and execution: translating big-picture direction into structured plans, building the processes that keep them on track, holding workstream owners accountable to timelines, and surfacing risks before they become problems.

This is not a role for someone who wants to own one narrow lane. You'll carry a defined portfolio of six to eight priority workstreams at a time, spanning talent, total rewards, HRBP, people operations, learning and development, and talent acquisition - moving between them as focus and follow-through are needed most. You are the person in the room who knows the status of everything in that portfolio, why it matters, and what's blocking it.

Key Responsibilities

Project & Priority Management

• Maintain a clear, living view of all major People-function initiatives - owners, timelines, dependencies, and status
• Partner with the EVP of People to define quarterly and annual priorities, then translate them into concrete project plans
• Drive cross-functional projects to completion, chasing down blockers and holding owners accountable to deadlines
• Identify when priorities conflict or resources are stretched too thin, and bring recommendations - not just problems - to the EVP

Process & Operating Cadence

• Design and run the operating cadence of the People function - planning cycles, leadership meetings, business reviews, and status rhythms that keep work visible without adding overhead
• Document and standardize how recurring People processes actually run, then improve them: fewer handoffs, less duplicated effort, unambiguous ownership
• Build and maintain the lightweight templates and tracking the team uses to plan, report, and escal - and keep them current enough that people actually use them
• Define what "done" looks like for each initiative up front, so progress is measured against agreed outcomes rather than activity

Strategic & Executive Support

• Prepare the EVP of People for key meetings, board updates, and leadership reviews - including briefing materials, talking points, and follow-up tracking
• Act as a thought partner to the EVP on emerging people strategy questions, workforce planning, and organizational design
• Represent the EVP's priorities in cross-functional forums, carrying context and decisions in both directions so messaging and follow-through stay consistent

Cross-Team Coordination

• Serve as the connective tissue across People sub-teams (Talent Acquisition, Total Rewards, HRBP, People Operations, L&D) to keep initiatives aligned and non-duplicative
• Facilitate leadership team meetings and offsites - setting agendas, driving decisions, and ensuring action items are tracked to closure
• Build relationships with leaders in Finance, Legal, and Operations to keep People-function projects moving smoothly across the broader business

Communication & Reporting

• Own regular reporting on People-function progress, including KPIs, project status, and risk flags for executive and board-level audiences
• Draft and refine internal communications on behalf of the EVP of People, ensuring a consistent voice and clear narrative
• Translate complex, cross-functional work into simple, digestible updates for stakeholders at every level

What You’ll Need

• 6+ years in program management, strategy & operations, management consulting, chief of staff, or HR/People program leadership
• Experience supporting a senior executive (VP level or above) with high trust and discretion
• Proven ability to manage multiple concurrent, cross-functional projects and drive them to completion without direct authority over the people involved
• Strong executive presence - comfortable preparing materials for and representing a senior leader in front of other executives
• Excellent written and verbal Bilingual communication skills (english and spanish) ; able to synthesize complexity into clarity
• Experience in or exposure to HR/People functions is a strong plus, but not required - strong generalist operators are encouraged to apply
• High degree of organization, follow-through, and comfort holding others accountable diplomatically
• Demonstrated judgment about what to stop - evidence you have descoped or killed work that was not earning its place, not only delivered what was asked
• Power-user fluency with the tools that make cross-functional work visible (pro