We are seeking a strategic and execution-focused Strategic Programs & Projects Director (HR) to lead Seismic's most important people-related transformation initiatives. Reporting directly to the Chief Human Resources Officer, this leader will drive complex cross-functional programs that shape how we scale, integrate, and evolve our organization. This role will serve as the program management engine across enterprise HR transformations, M&A integrations, operating model changes, and other special HR projects, partnering closely with the executive sponsors and functional leaders who own the strategy and outcomes. The ideal candidate combines exceptional project management rigor with strong business judgment, influencing skills, and a deep understanding of M&A integration.

This role is the program management backbone behind HR's highest-priority initiatives. Initiative sponsors (the CHRO, HRLT members, and HRBPs) retain accountability for decisions and results; this role owns the rigor that gets those initiatives across the finish line: project plans, executive reporting, governance cadence, risk tracking, and cross-functional coordination.

We are seeking someone who currently lives in Seattle, WA or San Diego, CA. 

• 10+ years of experience leading large-scale HR programs, transformations, strategic initiatives, PMO functions, consulting engagements, or M&A integrations.
• Experience leading cross-functional enterprise programs involving executive stakeholders.
• Demonstrated success managing organizational change in complex, fast-paced environments.
• Strong project management capabilities, including governance, planning, risk management, stakeholder management, and executive reporting.
• Experience supporting mergers, acquisitions, integrations, reorganizations, or large-scale workforce transformations.
• Excellent executive communication and influence skills, with the ability to simplify complexity and drive alignment across diverse stakeholders.
• Strong business acumen and understanding of how talent, organizational design, and culture impact company performance.
• Proven ability to operate independently, navigate ambiguity, and drive results without direct authority.

1. Provide Program Leadership for HR's Most Critical Strategic Programs: Own the end-to-end project management of Seismic's highest-priority people initiatives — building clear plans, governance structures, and risk tracking in partnership with initiative sponsors, and holding cross-functional teams accountable to timelines and commitments.
   
   
2. Drive Program Management for People-Focused M&A Integrations: Build and maintain detailed integration roadmaps across the HR function in partnership with functional leads; establish governance mechanisms, track milestones, and surface risks so sponsors can make timely decisions. Identify and help structure cross-functional initiatives, such as reducing broad employee papercuts, to improve productivity and job satisfaction.
   
   
3. Lead Change Management & Adoption: Partner with HRBPs, Internal Communications, and business and cross-functional leaders to ensure changes are thoughtfully synchronized and employees and leaders understand, adopt, and sustain transformation initiatives. Develop clear change strategies that balance business objectives with employee experience and engagement.
   
   
4. Establish Program Governance & Operating Mechanisms: Build repeatable mechanisms that improve execution discipline across the HR organization. This includes: executive reporting frameworks, weekly and monthly operating rhythms, decision-making forums, success metrics, and roll-out plans (in partnership with internal communications).
   
   
5. Drive Organizational Effectiveness: Working with leaders across HR, help identify opportunities to improve how work gets done across the company by simplifying processes, clarifying ownership, improving operating models, and increasing organizational effectiveness. Examples may include workforce planning and headcount management processes.

What Success Looks Like

• HR's most critical people initiatives have clear plans, rigorous governance, and full risk visibility from kickoff to close.
• M&A integrations are executed with rigor, transparency, and a strong focus on employee experience.
• Leaders and initiative sponsors have the governance and visibility they need to drive enterprise-scale transformation with confidence.
• Program governance provides visibility into priorities, risks, decisions, and outcomes.
• HR initiatives move from concept to execution faster and with greater cross-functional alignment.

At Seismic, we’re committed to providing benefits and perks for the whole self. To explore our benefits available in each country, please visit the Global Benefits page.