Human Resources Program Manager

Job Category:Non-Bargaining Salary

Requisition Number:HUMAN003384

Posted: February 5, 2026

Full Time

Washington, DC 20036, USA

Job Details Description

Service Employees International Union (SEIU)

Job Title:Human Resources Program Manager

Grade:MGT D

Annual Salary:$105,468

Location:Washington, DC

Organization Overview:We are the Service Employees International Union (SEIU), a union of about 2 million diverse members in healthcare, the public sector, and property services. We believe in and fight for our Vision for a Just Society: where all workers are valued and all people respected, no matter where we come from or what color we are; where all families and communities can thrive; and where we leave a better and more equitable world for generations to come. We are an anti-racist union determined to check corporate power and uproot structural racism through unions, worker power, collective action, and government, legislative, and political action. We fight for Unions for All and a Government that Works for All so that all of us, across race and place, can have power together in unions and participate fully in our democracy.

Purpose:The Human Resources Program Manager leads and coordinates key HR initiatives that strengthen organizational effectiveness, operational efficiency, and workforce development. This role manages crossfunctional projects spanning HR systems, process improvements, compliance, talent programs, and organizational culture. A central component of the role includes supporting the organizations HBCU partnership initiatives and contributing to AntiRacist Organizational development (ARO) efforts.

The HR Program Manager ensures that all projects are delivered on time, within scope, and aligned with the organizations peoplecentered values, including equity, inclusion, and antiracist practice.

Primary Responsibilities:Any one position may not include all of the specific duties and responsibilities listed. Examples provide a general summary of the work required and should not be treated as a total and complete list of expected duties to be performed by employees in the classification.

Support for HBCU Partnership Program

• Serves as the HR point of coordination for the components of the organizations HBCU engagement strategy, including recruitment pipelines, internship programs, and relationshipbuilding with partner institutions.
• Track program milestones, outcomes, and participation data to evaluate effectiveness and identify opportunities for expansion.
• Collaborate with Talent Acquisition, Communications, and external partners to strengthen the visibility and impact of HBCU initiatives.
• Support the development of equitable hiring pathways that increase access and representation for students and graduates of Historically Black Colleges and Universities.

AntiRacist Organizational Development (ARO) Support

• Assist in planning, implementing, and monitoring antiracist organizational initiatives, ensuring alignment with HR systems, policies, and practices.
• Partner with HR leadership and internal working groups to integrate antiracist principles into recruitment, onboarding, performance management, and employee engagement processes.
• Support the development of training materials, communication plans, and evaluation tools that advance the organizations antiracist commitments.
• Track progress on AROrelated goals and provide project documentation, reporting, and recommendations for continuous improvement.

Project Planning & Execution

• Develop detailed project plans, timelines, and milestones for HR initiatives such as system implementations, process redesigns, policy updates, and talent programs.
• Lead endtoend project execution, ensuring deliverables meet quality standards and organizational expectations.
• Coordinate project resources, assign responsibilities, and monitor progress to ensure timely completion.
• Identify project risks, develop mitigation strategies, and resolve issues proactively.

HR Systems & Process Optimization

• Support the implementation, configuration, and optimization of HR technologies (e.g., HRIS, ATS, performance systems, learning platforms).
• Analyze current HR processes to identify inefficiencies and recommend improvements that enhance accuracy, compliance, and user experience.
• Collaborate with HR leadership to ensure systems and workflows align with strategic goals and operational needs.

CrossFunctional Collaboration

• Serve as the primary liaison between HR and internal departments involved in HR-related projects.
• Facilitate communication among stakeholders, ensuring alignment on project goals, timelines, and responsibilities.
• Lead project meetings, prepare status updates, and present progress reports to leadership.

Change Management & Communication

• Develop changemanagement plans to support successful adoption of new HR processes, systems, and policies.
• Create communication materials, training guides, and documentation to support employees and managers through transitions.

Conduct training sessions, workshops, and demonstrations for system rollouts or process changes.

Data, Reporting & Compliance

• Track project metrics, outcomes, and performance indicators to evaluate project success and identify areas for improvement.
• Ensure all HR projects comply with relevant laws, regulations, and internal policies.
• Maintain accurate project documentation, including requirements, decisions, and postimplementation reviews.

Continuous Improvement

• Identify opportunities to streamline HR operations and enhance the employee experience.
• Recommend best practices and innovative solutions to strengthen HR service delivery.
• Support the development of standardized project management methodologies within the HR function.

Direction and Decision Making:This position reports to the Director of People, Talent, and Human Resources and works closely with the Deputy Director of People, Talent, and Human Resources. The role exercises sound judgment and discretion in carrying out assigned responsibilities, escalating complex or high risk issues to HR leadership as appropriate.

Qualifications & Professional Experience:

• 35 years of experience in HR, project management, program management, or a related operational role.
• Strong understanding of HR processes, systems, and compliance requirements.
• Demonstrated experience managing crossfunctional projects from initiation to completion.
• Excellent organizational, analytical, and problemsolving skills.
• Strong communication and stakeholdermanagement abilities.
• Proficiency with HRIS platforms and project management tools.
• Demonstrated commitment to equity, inclusion, and anti-racist practice in workplace or organizational settings.
• Key Competencies
  • Program management and execution
  • Strategic thinking and plan…