Program Manager; Operations Job Sunnyvale area,California USA,Business

Position: Staff Program Manager (Operations)

Crusoe’s Cloud Engineering organization is 380 people today and hiring toward 550. The operating machinery that got us here — headcount tracked in spreadsheets, all-hands assembled by hand, action items chased one direct message at a time — does not survive the next 170 people
This role exists to own that machinery and replace it with systems
You will own the people and operations layer of Cloud Engineering end to end: headcount and requisition coordination in partnership with our Recruiting team, all-hands and org events with our EA team, intern and early-career programs, manager enablement adoption, and the operating rhythms that keep a 380-person organization legible to its leaders
Today most of the initial intake sits with the Chief of Staff. Tomorrow it sits with you, and it runs whether or not leadership is paying attention to it
Own the headcount plan of record for Cloud Engineering in partnership with the Recruiting team: reconcile requisitions and position IDs across Team Ohana, Workday, and Finance’s forecast into one source of truth that leaders trust and drive adoption of new processes the Talent Acquisition team puts in place
Run intake and prioritization for new and backfill requisitions: collect and sequence each leader’s critical roles, keep pipeline status current, and flag where teams are net-short before anyone has to ask
Partner with Recruiting and Finance on hiring pace, requisition sequencing, and where budget left on the table can open additional headcount. Build the requisition intake SOP that does not exist today
Produce and maintain the org chart and span-of-control view that HR, Finance, and Accounting currently have to request one-off
Coordinate the interview machinery around engineering reqs: panel construction, interviewer capacity, and feedback completion. Own whether scorecards land on time
Own Cloud Engineering All-Hands coordination end to end: bids for topics, agenda, speaker strategy, deck production, and Q&A follow-up
Measure it attendance, participation, and satisfaction should trend over time
Drive adoption and engagement in engineering tech talks, site-specific all-hands, and org-wide social programming across San Francisco, Dublin, Tel Aviv, and new sites as they come online
Own the intern and early-career program for Cloud Engineering: request cycles, offers, mentor matching, performance tracking, and full-time conversion. Stand up the pipeline at new sites and coordinate with the Cloud Engineering leadership team
Drive adoption of manager training and enablement in partnership with the People team
Build the functional onboarding program for engineers and engineering managers joining Cloud Engineering, and measure onboarding satisfaction against a baseline
Partner with HR on engagement and pulse survey cycles and Recruiting MBRs: readouts by org, action plans, and follow-through
Own operating programs and planning calendar for the Chief of Staff organization: staff meetings, reviews, planning cycles, and offsites. What happens when, what pre-work is due, and who owes what to whom
Produce the recurring leadership updates and executive readouts the Chief of Staff and SVP present from
Treat every recurring chase as a defect. Replace it with a form, a script, a dashboard, or a scheduled reminder
Own the Sheets, Docs, Jira, and Confluence artifacts these programs run on, including structure, access, and hygiene, and migrate them onto real systems where real systems exist
Build a repeatable playbook any program manager or engineering manager can pick up and run without you
Own the communications and change-management plan attached to each rollout. Adoption is the deliverable; the announcement is not

Benefits

Health & wellbeing:
Comprehensive health benefits designed…