Senior Manager, Strategy & Process

Miami, Florida, United States

ON.energyis setting the standard for large load interconnection. ON’s patented AI UPS™ is a medium-voltage UPS that serves as a firewall, protecting the data center from the grid, and the grid from the data center.

With multiple gigawatts currently under construction, we are enabling grid-safe data centers.

The Senior Manager, People Strategy & Process is the operational backbone of the People leadership team. This role exists to ensure that the EVP of People's priorities — and the People function's broader roadmap — are clearly defined, properly resourced, and driven to completion. You'll operate at the intersection of strategy and execution: translating big-picture direction into structured plans, building the processes that keep them on track, holding workstream owners accountable to timelines, and surfacing risks before they become problems.

This is not a role for someone who wants to own one narrow lane. You'll carry a defined portfolio of six to eight priority work streams at a time, spanning talent, total rewards, HRBP, people operations, learning and development, and talent acquisition — moving between them as focus and follow-through are needed most. You are the person in the room who knows the status of everything in that portfolio, why it matters, and what's blocking it.

• Maintain a clear, living view of all major People-function initiatives — owners, timelines, dependencies, and status
• Partner with the EVP of People to define quarterly and annual priorities, then translate them into concrete project plans
• Drive cross-functional projects to completion, chasing down blockers and holding owners accountable to deadlines
• Identify when priorities conflict or resources are stretched too thin, and bring recommendations — not just problems — to the EVP

• Design and run the operating cadence of the People function — planning cycles, leadership meetings, business reviews, and status rhythms that keep work visible without adding overhead
• Document and standardize how recurring People processes actually run, then improve them: fewer handoffs, less duplicated effort, unambiguous ownership
• Build and maintain the lightweight templates and tracking the team uses to plan, report, and elevate — and keep them current enough that people actually use them
• Define what "done" looks like for each initiative up front, so progress is measured against agreed outcomes rather than activity

• Prepare the EVP of People for key meetings, board updates, and leadership reviews — including briefing materials, talking points, and follow-up tracking
• Act as a thought partner to the EVP on emerging people strategy questions, workforce planning, and organizational design
• Represent the EVP's priorities in cross-functional forums, carrying context and decisions in both directions so messaging and follow-through stay consistent

• Serve as the connective tissue across People sub-teams (Talent Acquisition, Total Rewards, HRBP, People Operations, L&D) to keep initiatives aligned and non-duplicative
• Facilitate leadership team meetings and offsites — setting agendas, driving decisions, and ensuring action items are tracked to closure
• Build relationships with leaders in Finance, Legal, and Operations to keep People-function projects moving smoothly across the broader business

• Own regular reporting on People-function progress, including KPIs, project status, and risk flags for executive and board-level audiences
• Draft and refine internal communications on behalf of the EVP of People, ensuring a consistent voice and clear narrative
• Translate complex,…