Senior Manager, People Strategy & Process at ON.energy

<div class="content-intro"><p>ON.energy<span class="Apple-converted-space">&nbsp;</span>is 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.&nbsp;With multiple gigawatts currently under construction, we are enabling grid-safe data centers.&nbsp;</p></div><h2>About the Role</h2> <p>The Senior Manager, People Strategy &amp; 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.<br>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 workstreams 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.</p> <h2>Key Responsibilities</h2> <h3>Project &amp; Priority Management</h3> <p>• Maintain a clear, living view of all major People-function initiatives — owners, timelines, dependencies, and status<br>• Partner with the EVP of People to define quarterly and annual priorities, then translate them into concrete project plans<br>• Drive cross-functional projects to completion, chasing down blockers and holding owners accountable to deadlines<br>• Identify when priorities conflict or resources are stretched too thin, and bring recommendations — not just problems — to the EVP</p> <h3>Process &amp; Operating Cadence</h3> <p>• 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<br>• Document and standardize how recurring People processes actually run, then improve them: fewer handoffs, less duplicated effort, unambiguous ownership<br>• Build and maintain the lightweight templates and tracking the team uses to plan, report, and escalate — and keep them current enough that people actually use them<br>• Define what "done" looks like for each initiative up front, so progress is measured against agreed outcomes rather than activity</p> <h3>Strategic &amp; Executive Support</h3> <p>• Prepare the EVP of People for key meetings, board updates, and leadership reviews — including briefing materials, talking points, and follow-up tracking<br>• Act as a thought partner to the EVP on emerging people strategy questions, workforce planning, and organizational design<br>• Represent the EVP's priorities in cross-functional forums, carrying context and decisions in both directions so messaging and follow-through stay consistent</p> <h3>Cross-Team Coordination</h3> <p>• Serve as the connective tissue across People sub-teams (Talent Acquisition, Total Rewards, HRBP, People Operations, L&amp;D) to keep initiatives aligned and non-duplicative<br>• Facilitate leadership team meetings and offsites — setting agendas, driving decisions, and ensuring action items are tracked to closure<br>• Build relationships with leaders in Finance, Legal, and Operations to keep People-function projects moving smoothly across the broader business<br>Communication &amp; Reporting<br>• Own regular reporting on People-function progress, including KPIs, project status, and risk flags for executive and board-level audiences<br>• Draft and refine internal communications on behalf of the EVP of People, ensuring a consistent voice and clear narrative<br>• Translate complex, cross-functional work into simple, digestible updates for stakeholders at every level</p> <p>&nbsp;</p> <h3>What You'll Need</h3> <p>• 6+ years in program management, strategy &amp; operations, management consulting, chief of staff, or HR/People program leadership<br>• Experience supporting a senior executive (VP level or above) with high trust and discretion<br>• Proven ability to manage multiple concurrent, cross-functional projects and drive them to completion without direct authority over the people involved<br>• Strong executive presence — comfortable preparing materials for and representing a senior leader in front of other executives<br>• Excellent written and verbal <strong>Bilingual communication skills (english and spanish)</strong>; able to synthesize complexity into clarity<br>• Experience in or exposure to HR/People functions is a strong plus, but not required — strong generalist operators are encouraged to apply<br>• High degree of organization, follow-through, and comfort holding others accountable diplomatically<br>• Demonstrated judgment about what to stop — evidence you have descoped or killed work that was not earning its place, not only delivered what was asked<br>• Power-user fluency with the tools that make cross-functional work visible (project and work-management platforms, HRIS reporting, spreadsheets)<br>• Bachelor's degree required; MBA or equivalent experience a plus</p><div class="content-conclusion"><hr> <p><strong>For US-based roles - What you’ll get:</strong></p> <ul> <li>Competitive salary + annual performance-based bonus eligibility</li> <li>Medical, dental, and vision insurance</li> <li>401(k) with company match</li> <li>Paid time off and company holidays&nbsp;</li> </ul> <p><strong>For Mexico-based roles - What you’ll get:</strong></p> <ul> <li>Competitive salary + annual performance bonus eligibility</li> <li>Christmas Bonus (Aguinaldo): 30 days</li> <li>Major medical expenses and life insurance</li> <li>Paid time off and holidays (per local policy)</li> </ul> <p><strong>For all roles:</strong></p> <ul> <li>Professional development and growth opportunities</li> <li>Opportunity to grow with a mission-driven team shaping the future of clean energy</li> <li>Equal Opportunity: ON.energy is committed to equal employment opportunity and to maintaining a work environment free of harassment, discrimination, or retaliation.</li> <li>Benefits vary by role and location and are subject to change.</li> </ul> <p><strong data-start="453" data-end="471">Agency Notice:</strong><span class="Apple-converted-space">&nbsp;</span>ON.energy does not accept unsolicited resumes from staffing agencies, search firms, or third-party recruiters. Resumes submitted without a fully executed Master Services Agreement (MSA) and a written request from an authorized member of our Talent Acquisition team will be considered the property of ON.energy. No placement fees or compensation will be paid for unsolicited candidate submissions.</p></div>