HR Program Manager, Internships & High Potential
Coinbase
HR Program Manager, Internships & High Potential
Job Description
Responsibilities
- Analysis of employee and leader data, and direct engagement with HRBPs, to understand what resonates for high‑potential talent at different levels and across functions; translation of insights into evolved program design and offerings.
- Building a cohesive experience portfolio with offerings applied across the HiPo population, tailored to career stage, and personalized at the individual level with manager‑enabled development plans.
- Standing up and running signature experiences, including a ‘Tours of Duty’ strategy to intentionally place and support HiPos in roles that accelerate growth, fireside chats with external and internal leaders, and targeted skills workshops.
- Evolving success metrics (e.g., retention, internal mobility, engagement), using data, feedback, and company insights to iterate quickly.
- Building trust and alignment with senior leaders, HRBPs, and program stakeholders; serving as an advocate for HiPo interests across PST processes.
- Owning the end‑to‑end intern experience across hubs and cohorts (e.g., orientation, in‑hub events, learning workshops, guest speakers, connection programming) in partnership with L&D, Recruiting, HRBPs, People Ops, and EWX.
- Designing and delivering in‑hub and IRL experiences, including vendor selection, event contracting, and budget tracking in partnership with EWX/Finance; leveraging contractor support to execute at scale (e.g., event vendors, production, on‑site support).
- Upholding our rigorous program ethos—an internship where conversion is earned—by enabling managers and team guides with toolkits, trainings, and clear evaluation processes.
- Managing the operating rhythm and milestone calendar across multiple cohorts, ensuring a consistent, best‑in‑class experience and timely conversion decisions.
- Tracking and improving program health via key metrics (e.g., intern experience favorability, quality guardrails that align with Talent Density) and driving continuous improvement.
Required Qualifications
- Experience taking employee development programs from 0→1 and iterating them at speed; 7+ years in People/HR/Talent or adjacent functions.
- Strong program/project management with impeccable attention to detail across concurrent programs; bias to outcomes and impact.
- Exceptional communication and stakeholder influence skills across all levels; adept at surfacing and resolving conflicting POVs to land decisions quickly.
- Data‑driven mindset; comfort defining success metrics, analyzing signal, and making clear tradeoffs to improve program outcomes.
- Passion for designing high‑impact employee experiences for HiPo and emerging‑talent cohorts; curiosity, self‑awareness, and resilience to thrive in a high‑bar environment.
- Commutable distance to San Francisco or New York City metro areas (required) or willing to travel as needed (likely significant travel in summer months).
Preferred Qualifications
- Experience building cohort‑based programs (HiPo, rotational, or internship).
- Experience in crypto/fintech or similarly fast‑paced, high‑growth environments.
Required Skills
- program/project management
- attention to detail
- communication
- stakeholder influence
- data-driven mindset
- defining success metrics
- analyzing data
- passion for designing employee experiences
- curiosity
- self-awareness
- resilience
Benefits
- bonus eligibility
- equity eligibility
- benefits (including medical, dental, vision and 401(k))
Salary Range
$166345 - $195700 USD
Locations
- US Zone 1 (Job Requisitions Only), United States (Remote)
Salary
166,345 - 195,700 USD / yearly
Skills Required
- program/project managementintermediate
- attention to detailintermediate
- communicationintermediate
- stakeholder influenceintermediate
- data-driven mindsetintermediate
- defining success metricsintermediate
- analyzing dataintermediate
- passion for designing employee experiencesintermediate
- curiosityintermediate
- self-awarenessintermediate
- resilienceintermediate
Required Qualifications
- Experience taking employee development programs from 0→1 and iterating them at speed; 7+ years in People/HR/Talent or adjacent functions. (experience)
- Strong program/project management with impeccable attention to detail across concurrent programs; bias to outcomes and impact. (experience)
- Exceptional communication and stakeholder influence skills across all levels; adept at surfacing and resolving conflicting POVs to land decisions quickly. (experience)
- Data‑driven mindset; comfort defining success metrics, analyzing signal, and making clear tradeoffs to improve program outcomes. (experience)
- Passion for designing high‑impact employee experiences for HiPo and emerging‑talent cohorts; curiosity, self‑awareness, and resilience to thrive in a high‑bar environment. (experience)
- Commutable distance to San Francisco or New York City metro areas (required) or willing to travel as needed (likely significant travel in summer months). (experience)
Preferred Qualifications
- Experience building cohort‑based programs (HiPo, rotational, or internship). (experience)
- Experience in crypto/fintech or similarly fast‑paced, high‑growth environments. (experience)
Responsibilities
- Analysis of employee and leader data, and direct engagement with HRBPs, to understand what resonates for high‑potential talent at different levels and across functions; translation of insights into evolved program design and offerings.
- Building a cohesive experience portfolio with offerings applied across the HiPo population, tailored to career stage, and personalized at the individual level with manager‑enabled development plans.
- Standing up and running signature experiences, including a ‘Tours of Duty’ strategy to intentionally place and support HiPos in roles that accelerate growth, fireside chats with external and internal leaders, and targeted skills workshops.
- Evolving success metrics (e.g., retention, internal mobility, engagement), using data, feedback, and company insights to iterate quickly.
- Building trust and alignment with senior leaders, HRBPs, and program stakeholders; serving as an advocate for HiPo interests across PST processes.
- Owning the end‑to‑end intern experience across hubs and cohorts (e.g., orientation, in‑hub events, learning workshops, guest speakers, connection programming) in partnership with L&D, Recruiting, HRBPs, People Ops, and EWX.
- Designing and delivering in‑hub and IRL experiences, including vendor selection, event contracting, and budget tracking in partnership with EWX/Finance; leveraging contractor support to execute at scale (e.g., event vendors, production, on‑site support).
- Upholding our rigorous program ethos—an internship where conversion is earned—by enabling managers and team guides with toolkits, trainings, and clear evaluation processes.
- Managing the operating rhythm and milestone calendar across multiple cohorts, ensuring a consistent, best‑in‑class experience and timely conversion decisions.
- Tracking and improving program health via key metrics (e.g., intern experience favorability, quality guardrails that align with Talent Density) and driving continuous improvement.
Benefits
- general: bonus eligibility
- general: equity eligibility
- general: benefits (including medical, dental, vision and 401(k))
Tags & Categories
HR Program Manager, Internships & High Potential
Coinbase
HR Program Manager, Internships & High Potential
Job Description
Responsibilities
- Analysis of employee and leader data, and direct engagement with HRBPs, to understand what resonates for high‑potential talent at different levels and across functions; translation of insights into evolved program design and offerings.
- Building a cohesive experience portfolio with offerings applied across the HiPo population, tailored to career stage, and personalized at the individual level with manager‑enabled development plans.
- Standing up and running signature experiences, including a ‘Tours of Duty’ strategy to intentionally place and support HiPos in roles that accelerate growth, fireside chats with external and internal leaders, and targeted skills workshops.
- Evolving success metrics (e.g., retention, internal mobility, engagement), using data, feedback, and company insights to iterate quickly.
- Building trust and alignment with senior leaders, HRBPs, and program stakeholders; serving as an advocate for HiPo interests across PST processes.
- Owning the end‑to‑end intern experience across hubs and cohorts (e.g., orientation, in‑hub events, learning workshops, guest speakers, connection programming) in partnership with L&D, Recruiting, HRBPs, People Ops, and EWX.
- Designing and delivering in‑hub and IRL experiences, including vendor selection, event contracting, and budget tracking in partnership with EWX/Finance; leveraging contractor support to execute at scale (e.g., event vendors, production, on‑site support).
- Upholding our rigorous program ethos—an internship where conversion is earned—by enabling managers and team guides with toolkits, trainings, and clear evaluation processes.
- Managing the operating rhythm and milestone calendar across multiple cohorts, ensuring a consistent, best‑in‑class experience and timely conversion decisions.
- Tracking and improving program health via key metrics (e.g., intern experience favorability, quality guardrails that align with Talent Density) and driving continuous improvement.
Required Qualifications
- Experience taking employee development programs from 0→1 and iterating them at speed; 7+ years in People/HR/Talent or adjacent functions.
- Strong program/project management with impeccable attention to detail across concurrent programs; bias to outcomes and impact.
- Exceptional communication and stakeholder influence skills across all levels; adept at surfacing and resolving conflicting POVs to land decisions quickly.
- Data‑driven mindset; comfort defining success metrics, analyzing signal, and making clear tradeoffs to improve program outcomes.
- Passion for designing high‑impact employee experiences for HiPo and emerging‑talent cohorts; curiosity, self‑awareness, and resilience to thrive in a high‑bar environment.
- Commutable distance to San Francisco or New York City metro areas (required) or willing to travel as needed (likely significant travel in summer months).
Preferred Qualifications
- Experience building cohort‑based programs (HiPo, rotational, or internship).
- Experience in crypto/fintech or similarly fast‑paced, high‑growth environments.
Required Skills
- program/project management
- attention to detail
- communication
- stakeholder influence
- data-driven mindset
- defining success metrics
- analyzing data
- passion for designing employee experiences
- curiosity
- self-awareness
- resilience
Benefits
- bonus eligibility
- equity eligibility
- benefits (including medical, dental, vision and 401(k))
Salary Range
$166345 - $195700 USD
Locations
- US Zone 1 (Job Requisitions Only), United States (Remote)
Salary
166,345 - 195,700 USD / yearly
Skills Required
- program/project managementintermediate
- attention to detailintermediate
- communicationintermediate
- stakeholder influenceintermediate
- data-driven mindsetintermediate
- defining success metricsintermediate
- analyzing dataintermediate
- passion for designing employee experiencesintermediate
- curiosityintermediate
- self-awarenessintermediate
- resilienceintermediate
Required Qualifications
- Experience taking employee development programs from 0→1 and iterating them at speed; 7+ years in People/HR/Talent or adjacent functions. (experience)
- Strong program/project management with impeccable attention to detail across concurrent programs; bias to outcomes and impact. (experience)
- Exceptional communication and stakeholder influence skills across all levels; adept at surfacing and resolving conflicting POVs to land decisions quickly. (experience)
- Data‑driven mindset; comfort defining success metrics, analyzing signal, and making clear tradeoffs to improve program outcomes. (experience)
- Passion for designing high‑impact employee experiences for HiPo and emerging‑talent cohorts; curiosity, self‑awareness, and resilience to thrive in a high‑bar environment. (experience)
- Commutable distance to San Francisco or New York City metro areas (required) or willing to travel as needed (likely significant travel in summer months). (experience)
Preferred Qualifications
- Experience building cohort‑based programs (HiPo, rotational, or internship). (experience)
- Experience in crypto/fintech or similarly fast‑paced, high‑growth environments. (experience)
Responsibilities
- Analysis of employee and leader data, and direct engagement with HRBPs, to understand what resonates for high‑potential talent at different levels and across functions; translation of insights into evolved program design and offerings.
- Building a cohesive experience portfolio with offerings applied across the HiPo population, tailored to career stage, and personalized at the individual level with manager‑enabled development plans.
- Standing up and running signature experiences, including a ‘Tours of Duty’ strategy to intentionally place and support HiPos in roles that accelerate growth, fireside chats with external and internal leaders, and targeted skills workshops.
- Evolving success metrics (e.g., retention, internal mobility, engagement), using data, feedback, and company insights to iterate quickly.
- Building trust and alignment with senior leaders, HRBPs, and program stakeholders; serving as an advocate for HiPo interests across PST processes.
- Owning the end‑to‑end intern experience across hubs and cohorts (e.g., orientation, in‑hub events, learning workshops, guest speakers, connection programming) in partnership with L&D, Recruiting, HRBPs, People Ops, and EWX.
- Designing and delivering in‑hub and IRL experiences, including vendor selection, event contracting, and budget tracking in partnership with EWX/Finance; leveraging contractor support to execute at scale (e.g., event vendors, production, on‑site support).
- Upholding our rigorous program ethos—an internship where conversion is earned—by enabling managers and team guides with toolkits, trainings, and clear evaluation processes.
- Managing the operating rhythm and milestone calendar across multiple cohorts, ensuring a consistent, best‑in‑class experience and timely conversion decisions.
- Tracking and improving program health via key metrics (e.g., intern experience favorability, quality guardrails that align with Talent Density) and driving continuous improvement.
Benefits
- general: bonus eligibility
- general: equity eligibility
- general: benefits (including medical, dental, vision and 401(k))
Tags & Categories