Human Resources Program Manager

Peraton•Reston, VA

2d•$86,000 - $138,000•Onsite

About The Position

Peraton is seeking an experienced HR Program Manager to be the engine behind our most important HR initiatives—turning strategy into action and plans into results. This role leads complex, cross-functional HR programs from concept through adoption, ensuring work gets done, change sticks, and the business sees real impact. Reporting to the VP of Talent management, this role partners closely with HR leaders, COEs, and senior stakeholders, bringing structure, momentum, and clarity to high-priority initiatives across the enterprise. In this role, your day might include translating strategy into a clear plan, facilitating cross-HR working sessions, coaching leaders on change impacts, and removing obstacles that could slow progress. You’re constantly connecting dots—between people, priorities, and timelines—to ensure HR initiatives are executed well and adopted across the organization. What you bring to the table: You know how to turn strategy into action and action into results. You’re comfortable leading without formal authority and influencing across functions. You bring calm, clarity, and organization to complex initiatives. You ask good questions, surface risks early, and help teams move through change. You take pride in delivering programs that are practical, scalable, and actually used.

Requirements

12 + years of relevant experience with a BA, or 10 + years with a Masters Degree.
16+ years of experience may be considered in lieu of degree.
Must have strong written and verbal skills.
Must have firm understanding of human resources functions, to include organization change practices.
Proven experience in leading large projects from design to implementation.
Experience communicating with senior leadership
Must understand the employee and management HR lifecycle
Must be local to the Reston, Virginia area.

Nice To Haves

PMP, Prosci Change Management, and/or CPLP certification.
Experience in the federal government contracting environment.

Responsibilities

Lead and manage HR projects of varying sizes, ensuring alignment with business needs, including, but not limited to technology implementation, program and process roll-out, and other talent initiatives.
Develop detailed project plans, timelines, stakeholder maps, and change communications strategies.
Track progress against goals, milestones and deliverables, resolve issues, mitigate risks, and report on key project milestones.
Provide executive-ready status reporting focused on outcomes, risks, and decisions—not activity.
Effectively plan and execute meetings and communications.
Design and execute change strategies that drive adoption across leaders, managers, and employees.
Identify guidance and coaching needs for sponsors, senior leaders and managers on their roles in supporting change initiatives.
Conduct impact and readiness assessments to inform communications, training, and mitigation plans.
Define success metrics and track sustained adoption post-implementation.
Act as the integrator across HRBP teams and COEs to ensure solutions are aligned, scalable, and business relevant.
Identify opportunities to streamline processes, reduce duplication, and improve the employee and manager experience.
Facilitate cross-HR working sessions to resolve design gaps and ensure successful rollout.
Support HR leadership in executing enterprise HR strategy through disciplined program delivery.
Use HR data, feedback, and lessons learned to inform prioritization and continuous improvement.
Help institutionalize repeatable program and change management practices across HR.