Program Manager, Org Effectiveness & Insights

What you'd do

• Own end-to-end execution of Socure’s engagement survey program — lifecycle surveys (onboarding, engagement/pulse, exit, etc.) — from survey design and vendor/tool management through roll-out communications, reporting, analysis, and action planning with People Partners and people leaders.
• Consolidate engagement, pulse, exit, and other listening data into clear reporting views and dashboards; identify trends and drivers, and track action-plan progress over time.
• Support the design, refinement, and rollout of Socure’s operating model work — role definitions, decision rights, team structure optimization, and ways of working — including facilitation, documentation, and change management for operating model shifts that come out of strategic planning.
• Build and maintain org health diagnostics — a defined set of metrics and dashboards (e.g., turnover, span of control, engagement, performance distribution, headcount health) that give leadership an ongoing read on organizational health — and translate findings into recommendations through root-cause analysis.
• Develop and own Socure’s change management practice: a standard playbook, toolkit, and set of frameworks (readiness assessment, stakeholder mapping, communication planning, adoption tracking) applied consistently across org changes, new program launches, and restructures.
• Partner with the AI Ops Committee, HRBPs, and business leaders to assess how AI is reshaping team workflows and operating models — identifying where roles, processes, or org structures need to evolve — and translate those shifts into recommendations, org health diagnostics, and change management support.
• Partner with the Head of Talent Development and People Partners to plan and execute strategic talent & culture projects as they arise — from culture initiatives to ad hoc organizational assessments.
• Build repeatable playbooks, templates, and documentation for recurring programs; identify opportunities to automate and streamline workflows (survey comms, reminders, action-plan collection, reporting) using AI-enabled tools.
• Partner closely with HRBPs, HR Leadership, and business leaders to ensure programs are well adopted, inclusive, and grounded in what the data shows; act as the day-to-day point of contact for program questions and escalations.
• Stay current on market practice in organizational effectiveness, engagement measurement, and change management, bringing external benchmarks and frameworks into program design.

What they want

• Bachelor’s degree.
• 5–7+ years of relevant experience in organizational effectiveness, program management, people analytics / insights, employee engagement, or change management, ideally in a fast-paced or tech environment.
• Proven experience owning an end-to-end engagement survey program (design, launch, reporting, action planning) or comparable organizational diagnostic work.
• Working knowledge of change management frameworks and methodologies (e.g., Prosci/ADKAR or equivalent); Prosci or CCMP certification a plus.
• Demonstrated proficiency in people analytics and data storytelling — comfortable working with survey, org health, and HRIS data, and consolidating it into dashboards and reporting views for leaders.
• Experience supporting operating model or org design work (roles, structures, decision rights) a plus.
• Strong program and project management skills, with the ability to manage multiple concurrent programs, build clear project plans, manage dependencies, and deliver on time.
• High proficiency with project management, collaboration, survey, and analytics tools.
• Experience using AI or automation tools to streamline workflows or strong aptitude to learn.
• Excellent written, verbal, and facilitation skills, with the ability to tell a clear, effective story with data and translate complex data and diagnostics into actionable guidance for leadership.