Cadent ignites seamless connections between brands, publishers & consumers. Our predictive AI orchestrates outcomes on any platform customers are on, across any media they consume & at any stage of the journey. To learn more, please visit cadent.com.

We’re looking for a driven and highly organized HR Program Manager to join our People Team. In this role, you’ll serve as a key execution partner to the Chief People Officer (CPO) and SVP of HR, helping to operationalize company-wide people initiatives across the organization.

This is a highly cross-functional role, working closely with People Operations, Talent Acquisition, Total Rewards, and HR Business Partners (HRBPs) to ensure strategic HR priorities are delivered effectively and consistently. You’ll bring structure, timelines, and communication rigor to high-impact projects — helping to turn strategy into action at scale.

This is an excellent opportunity for someone with experience managing HR programs who thrives in fast-paced environments and is energized by building processes that drive clarity and impact.

Key Responsibilities

• Program Execution & Project Management
• Drive execution and program design for company-wide HR initiatives in close partnership with HR leadership
• Develop project plans, stakeholder maps, communications, and supporting toolkits to enable successful rollout and adoption
• Ensure HRBPs and business partners are equipped with consistent frameworks and resources
• Monitor timelines, track deliverables, and support coordination across the people function

Cross-Functional Collaboration

• Work closely with People Ops, Talent Acquisition, Total Rewards, and HRBPs to ensure alignment and readiness
• Partner with Total Rewards on annual cycles such as performance calibration and compensation planning
• Coordinate across functions to manage handoffs, dependencies, and messaging

Initiative Focus Areas

• Performance Management: Support cycle planning, communications, and enablement tools
• Talent Management: Assist in delivering tools for talent reviews, succession planning, and development mapping
• Year-End Planning: Partner with Total Rewards on compensation and performance-related processes
• Values Rollout: Coordinate engagement efforts, talk tracks, and enablement resources
• Voice of Employee (VoE): Lead project management for survey administration, action planning, and follow-up tracking
• Onboarding: Support process improvements and collaboration across HR Ops and business units
• Communication & Executive Support
• Create clear, compelling presentation decks, timelines, and documentation to support initiatives
• Draft communications, talking points, and briefing documents for executive audiences
• Provide ad hoc support to the CPO and SVP HR on evolving priorities and special projects

• 5–8 years of experience in HR, People Operations, or program/project management within an HR function
• Proven experience owning or managing HR programs from design through rollout
• Strong ability to build project timelines, communication plans, enablement resources, and stakeholder maps
• Excellent written and visual communication skills — able to build decks, write talking points, and synthesize updates
• Proficient in PowerPoint/Google Slides, Excel/Google Sheets, and basic HR platforms
• Experience working cross-functionally, particularly with HRBPs, Talent, and Total Rewards
• Comfortable with ambiguity, detail-oriented, and able to manage multiple concurrent initiatives

Preferred

• Experience supporting year-end HR processes (e.g., performance reviews, compensation planning)
• Familiarity with tools such as Culture Amp, performance management platforms (e.g., Lattice, Workday, Betterworks), and onboarding systems
• Exposure to projects related to talent development, values activation, onboarding, or engagement
• What Success Looks Like
• Programs launch on time, with clarity and cross-functional alignment
• HRBPs and people teams are supported with tools that enable consistent delivery
• Executive leadership has a reliable partner who brings structure, foresight, and follow-through to HR priorities

Note: This role is focused on execution and enablement — strategic direction will be defined by senior HR leaders. This role plays a critical part in operationalizing that strategy across the business.

So, if the leading edge of media technology is the place you want to be, please contact us today and let’s start the conversation!

Cadent is an Equal Opportunity Employer and is committed to supporting all it’s employees when it comes to Inclusion & Diversity. Cadent’s policy is to provide equal opportunity for applicants & employees without regard to race, color, religion, creed, gender, gender identity or expression, sexual identity or orientation, age, national origin or ancestry, citizenship, disability or medical condition (including pregnancy, childbirth, or related medical condition), sexual and reproductive health decisions, genetic information, marital status (including domestic partnerships and civil unions), pregnancy, culture ancestry, familial or caregiver status, military status, veteran status, socioeconomic status, unemployment status, status as a victim of domestic violence or any other basis prohibited by law. and will not discriminate against the basis of disability. This commitment is honored when it comes to decisions on hiring, recruiting, training, promotions, compensations, benefits, transfers and terminations.

Cadent is seeking to actively engage with our employees from a wide variety of cultures and to connect with our clients differently. Our workforce has generational diversity that supports greater innovation when we maximize representation of all diversity. Our active employee resource groups promote engagement across all groups of individuals that are represented within the company and externally.