Senior People Program Manager

LogicMonitor•Austin, TX

4h•Hybrid

About The Position

LogicMonitor is seeking a Senior HR Program Manager to drive the execution, delivery, and evolution of key employee and leadership development programs. This role is ideal for a strong program manager—ideally with HR exposure—who thrives in fast-moving environments, can manage multiple initiatives at once, and brings a human-centered mindset to program execution. You’ll work with existing strategies and frameworks and focus on bringing them to life at scale, ensuring they are delivered thoughtfully, consistently, and with the employee experience front and center. You’ll partner closely with the Head of Global HR Business Partners, who owns the overall talent strategy, and collaborate across Employee Success, HR Operations, and business leaders to ensure programs land effectively today—while continuously looking ahead to what’s next.

Requirements

8+ years of experience in program management (HR experience is a strong plus), ideally in a high-growth tech environment
Exposure to and strong interest in AI-enabled tools and how they can transform learning, development, and the workforce.
Proven ability to execute and scale complex, cross-functional programs in a dynamic, high-growth environment.
A strong people-first mindset—you think deeply about how programs land emotionally and practically for employees.
Excellent communication skills with the confidence to engage senior leaders and influence without authority.
A passion for building a culture of continuous growth, and curiosity about how technology can amplify human potential.

Responsibilities

Lead the end-to-end execution of leadership, manager, and employee development programs, ensuring timelines, stakeholders, and deliverables stay on track.
Translate strategy into clear plans, tools, communications, and workflows that enable consistent rollout across teams and regions.
Manage multiple programs simultaneously, anticipating risks, connecting dots, and proactively solving problems before they surface.
Bring a strong employee lens to execution—thinking beyond spreadsheets to how programs are experienced, adopted, and felt by participants.
Build and maintain a program effectiveness dashboard, synthesizing quantitative and qualitative data to measure impact, surface trends, and inform continuous improvement.
Evaluate what’s working today and identify opportunities to iterate, evolve, and extend programs for the future.
Ask “what’s next?”—spotting gaps, scaling opportunities, and second-order impacts across the organization.
Incorporate feedback and data to continuously refine programs and improve engagement and outcomes.
Operationalize existing frameworks for talent reviews, succession planning, career leveling, and promotions.
Partner with HRBPs and People Analytics to ensure processes are clear, repeatable, and actionable for leaders and employees.
Support consistent, transparent experiences across the organization, while considering the downstream impact on all stakeholders involved.
Bring curiosity and a practical point of view on how AI can enhance learning, development, and workforce effectiveness.
Leverage exposure to AI-enabled tools (e.g., learning platforms, analytics, digital coaching, automation) to improve program delivery and scalability.
Contribute to broader conversations around how AI is shaping the future of work, helping teams think differently about skills, development, and employee enablement.
Partner with HR Operations and Systems teams to integrate tools that simplify processes and improve the employee experience.
Act as a confident, credible partner to senior leaders with strong executive presence.
Develop clear messaging, enablement materials, and communications that drive understanding and adoption.
Build trust across teams by balancing structure, empathy, and momentum.