Human Resources Program Manager

Role overview

The Human Resources Program Manager will help drive LOAR’s enterprise talent agenda by steering and supporting high-impact work across HR operations, HR technology, and people analytics. This position works closely with Talent Management, HR Operations, IT, business leaders, and outside partners to create, launch, and refine HR programs that improve operational effectiveness, elevate the employee journey, and support smarter talent decisions through data.

The right candidate will bring strong program leadership, a systems-focused mindset, and the ability to turn business requirements into scalable HR solutions. This role is an important part of building a modern, connected HR function that can support LOAR’s growth, global expansion, and broader talent strategy.

Enterprise HR program leadership

• Own and support enterprise-wide HR initiatives, including talent programs, HR process improvements, and cross-functional transformation efforts.
• Create project plans, timelines, and governance structures that help initiatives run smoothly and achieve adoption.
• Work with Talent and HR Operations teams across the portfolio to align programs with business priorities and the larger talent strategy.
• Track program progress, risks, and results, then share findings and recommendations with HR leadership.

HR technology and systems support

• Assist with assessing, implementing, and improving HR technology platforms such as HRIS, ATS, LMS, and performance management systems.
• Collaborate with IT and vendors to make sure systems support efficient processes, accurate data, and a smooth employee experience.
• Look for ways to replace manual work with automation and improve usability for HR teams and employees.
• Handle system enhancement activities, testing cycles, and change requests.

People data and analytics

• Support the creation of HR dashboards, metrics, and reports that give HR and business leaders useful insights.
• Partner with Talent, HR Operations, and business stakeholders to define reporting needs and maintain consistent, reliable enterprise data.
• Review workforce patterns and translate them into insights that support talent planning, workforce capability, and organizational performance.
• Encourage stronger data literacy within HR by helping teams understand and apply people analytics.

Change management and communication

• Develop communication plans, toolkits, and training resources to support adoption of HR programs and technology.
• Partner with Talent and HR Operations leaders to build awareness, engagement, and behavior change.
• Make sure employees and managers understand the purpose, value, and expectations connected to new HR initiatives.

Cross-functional partnership

• Act as a connector between HR, IT, Finance, and business units to keep programs aligned and integrated.
• Facilitate stakeholder participation, feedback cycles, and ongoing improvement efforts.
• Manage vendor relationships and ensure service delivery meets expectations.

Qualifications

Required:

• Bachelor’s degree in Human Resources, Business, or a related discipline.
• At least 5 years of experience in HR program management, HR operations, HR technology, or similar work.
• Proven background managing complex projects across functions.
• Strong analytical ability with the capacity to interpret information and draw insights.
• Experience using HR systems; SAP SuccessFactors is strongly preferred.
• Excellent communication, stakeholder management, and change management skills.
• Ability to thrive in a fast-moving environment with multiple priorities.

Preferred:

• Background in manufacturing, aerospace, or industrial environments.
• Experience supporting HR technology implementations or system upgrades.
• Exposure to people analytics tools such as Power BI or Tableau.
• Project management certification such as PMP, Agile, or Prosci is considered an advantage.

Success profile

• Strategic and systems oriented, with an understanding of how programs, processes, and technology connect across the enterprise.
• Highly organized and operationally strong, bringing structure and clarity to complex initiatives.
• Uses data and insights to guide decisions and improve outcomes.
• Collaborative and relationship-focused across Talent, HR Operations, and business teams.
• Comfortable with change, ambiguity, and the rollout of new ways of working.
• Committed to improving the employee experience through thoughtful design and communication.