Human Resources Program Manager

Overview

Peratonis seeking an experienced

HR Program Managerto be theengine behind our most important HR initiatives—turning strategy into action and plans into results. This role leads complex, cross-functional HR programs from concept through adoption, ensuring work gets done,change sticks, and the business sees real impact.

Reporting to the VP of Talent management, this role partners closely with HR leaders, COEs, and senior stakeholders,bringing structure, momentum, and clarity to high-priority initiatives across the enterprise.

• Youknow how to turn strategy into action and action into results.
• You’recomfortable leading without formal authority and influencing across functions.
• You bring calm, clarity, and organization to complex initiatives.
• You ask good questions, surface risks early, and help teams move through change.
• You take pride in delivering programs that are practical, scalable, and actually used.

• 12+ years of relevant experience with a BA, or 10+ years with a Masters Degree.
• 16+ years of experience may be considered in lieu of degree.
• Must have strong written and verbal skills.
• Must have firm understanding of human resources functions, to include organization change practices.
• Proven experience in leading large projects from design to implementation.
• Experience communicating with senior leadership
• Must understand the employee and managementHRlifecycle
• Mustbe local to the Reston, Virginia area.

• PMP,Prosci Change Management, and/or CPLP certification.

• Experience in the federal government contracting environment.

• Lead and manage HR projects of varying sizes, ensuring alignment with business needs, including, but not limitedtotechnology implementation,program and process roll-out, and other talent initiatives.

• Develop detailed project plans, timelines, stakeholder maps, andchangecommunications strategies.

• Track progress against goals, milestone sand deliverables, resolve issues, mitigate risks, and report on key project milestones.

• Provide executive-ready status reporting focused on outcomes, risks, and decisions—not activity.

• Effectively plan and execute meetings and communications.

• Design and execute change strategies that drive adoption across leaders, managers, and employees.

• Identify guidance and coaching needs for sponsors, seniorleadersand managers on their roles in supporting change initiatives.

• Conduct impact and readiness assessments to inform communications, training, and mitigation plans.

• Define success metrics and track sustained adoption post-implementation.

• Act as the integrator across HRBP teams and COEs to ensure solutions are aligned, scalable, and business relevant.

• Identify opportunities to streamline processes, reduce duplication, and improve the employee and manager experience.

• Facilitate cross-HR working sessions to resolve design gaps and ensure successful rollout.

• Support HR leadership in executing enterprise HR strategy through disciplined program delivery.

• Use HR data, feedback, and lessons learned to inform prioritization and continuous improvement.

• Help institutionalize repeatableprogramand change management practices across HR.