Program Activation Lead

Role Purpose

The Program Activation Lead owns the Talent & Performance activation approach—sequencing programs, enforcing standards, and shaping digital experiences that make complex talent and culture strategies simple and adoptable. This role approves designs, governs content, sets measurement & AI enablement requirements, and decides scale/pause/sunset to protect enterprise capacity. Partnering with Pillar Leads, E3 People Analytics, Digital/IT, and Comms, the Lead turns strategy into cohesive, digital‑first experiences that deliver speed, clarity, and impact across the enterprise.

Key Responsibilities

• Lead enterprise program activation and sequencing by planning and gating work across talent and performance programs, aligning milestones and dependencies, and ensuring cohesive, high quality delivery that protects organizational capacity.

• Own digital experience, platform governance, and enablement by overseeing intranet product ownership, modernizing digital content and navigation, exploring new platforms, and applying design thinking to create simple, intuitive, digital first leader and employee journeys.

• Integrate technology, AI, and innovation into program activation by defining system and automation requirements, partnering with Digital/IT and vendors, and driving adoption of tools that enhance efficiency, personalization, and enterprise experience.

• Drive change, insights, and continuous improvement by developing enablement and communication plans, defining success measures, analyzing engagement data and feedback, applying research and benchmarking insights, and ensuring programs evolve with best in class digital practices.

Key Partnerships

• Reports to: VP, Talent & Performance

• Talent & Performance Leads: Collaborate on program design, content governance, and consistent experience across talent and performance initiatives.

• Employees & People Leaders: Ensure program resources and digital experiences are clear, accessible, and enable self-service.

• Employee Care & HRBPs: Align program activation with business priorities; provide enablement tools and insights to support adoption.

• Digital Enablement (E3 & MT): Partner to implement technology solutions, troubleshoot issues, and drive adoption of AI and automation tools.

• Internal Communications: Align messaging, branding, and campaign-style communications for program launches and sustainment.

• External Vendors & Service Providers: Coordinate delivery of program-related tools and platforms; manage enhancements and support for digital solutions.

Ideal Candidate Profile

• Enterprise‑ready program activator with proven success orchestrating HR programs in complex, matrixed environments—skilled in experience design, design thinking, and creating simple, intuitive leader and employee journeys that drive adoption.

• Digitally fluent innovator experienced with intranet platforms, Microsoft 365, AI and automation tools, and analytics—able to translate digital trends, insights, and research into modern, scalable activation experiences.

• Insight‑driven, agile operator with strong prioritization, data interpretation, KPI definition, and continuous‑improvement capability; adept at experimenting with new methods, identifying gaps, and enhancing clarity, usability, and program impact.

• Collaborative enterprise integrator with exceptional communication skills and the ability to partner across COEs, HRBPs, Comms, Digital, and Program Activation Specialists—aligning sequencing, messaging, and execution with speed, discretion, and professionalism.

Basic Requirements

• 10+ years of experience in HR program management, digital experience design, or enterprise scale program activation, preferably within a complex, matrixed organization.

• Demonstrated experience activating or coordinating enterprise HR, talent, culture, or performance programs, including sequencing, gating, and cross functional delivery management.

• Strong digital fluency, including experience managing intranet platforms, workflow tools, digital content governance, and user experience optimization.

• Proficiency in project and portfolio management tools (e.g., Asana, Smartsheet, Workfront) and ability to track milestones, interdependencies, and operational risk.

• Experience developing enablement materials, including leader toolkits, job aids, communications, and readiness plans that drive adoption.

• Strong analytical capability, able to interpret metrics, engagement data, and qualitative feedback to inform continuous improvement.

• Exceptional stakeholder partnership skills, including the ability to collaborate across HRBPs, COEs, Digital/IT, Internal Communications, and People Analytics.

Preferred Requirements

• Experience conducting light research or benchmarking on program effectiveness, digital experience trends, or UX/UI best practices.

• Understanding of behavioral science or change enablement, especially related to adoption psychology, nudging, or behavior based design.

• Experience working with AI enabled tools, automation workflows, or digital assistants that personalize or streamline HR and leader experiences.

• Experience in content governance, including versioning, quality standards, metadata tagging, and enterprise information architecture.

• Familiarity with digital accessibility standards (e.g., WCAG) and inclusive design principles.

• Exposure to enterprise operating rhythms, including how to sequence initiatives, evaluate organizational capacity, and reduce noise for leaders.

• Understanding of measurement strategy, including defining KPIs, building dashboards, or partnering with analytics teams to produce insights.