Program Manager, Organizational Effectiveness & Insights

Why Socure? Socure is building the identity trust infrastructure for the digital economy — verifying 100% of good identities in real time and stopping fraud before it starts. The mission is big, the problems are complex, and the impact is felt by businesses, governments, and millions of people every day.

We hire people who want that level of responsibility. People who move fast, think critically, act like owners, and care deeply about solving customer problems with precision. If you want predictability or narrow scope, this won’t be your place. If you want to help build the future of identity with a team that holds a high bar for itself — keep reading.

Job Summary

The Program Manager, Organizational Effectiveness & Insights is a strategic, hands-on program owner responsible for designing, running, and continuously improving the programs and diagnostics that keep Socure organizationally healthy as it scales.

Reporting to the Head of Talent Development & Organizational Effectiveness, this role owns end-to-end delivery of Socure’s engagement survey program, supports operating model design and implementation work, builds and applies organizational health diagnostics, and develops Socure’s change management practice and playbook. The ideal candidate is a strong program manager and people analytics practitioner who can move fluidly between data, diagnosis, and design — turning insight into structured, well-adopted action.

Job Responsibilities

• Own end-to-end execution of Socure’s engagement survey program — lifecycle surveys (onboarding, engagement/pulse, exit, etc.) — from survey design and vendor/tool management through roll-out communications, reporting, analysis, and action planning with People Partners and people leaders.

• Consolidate engagement, pulse, exit, and other listening data into clear reporting views and dashboards; identify trends and drivers, and track action-plan progress over time.

• Support the design, refinement, and rollout of Socure’s operating model work — role definitions, decision rights, team structure optimization, and ways of working — including facilitation, documentation, and change management for operating model shifts that come out of strategic planning.

• Build and maintain organizational health diagnostics — a defined set of metrics and dashboards (e.g., turnover, span of control, engagement, performance distribution, headcount health) that give leadership an ongoing read on organizational health — and translate findings into recommendations through root-cause analysis.

• Develop and own Socure’s change management practice: a standard playbook, toolkit, and set of frameworks (readiness assessment, stakeholder mapping, communication planning, adoption tracking) applied consistently across organizational changes, new program launches, and restructures.

• Partner with the AI Ops Committee, HR Business Partners (HRBPs), and business leaders to assess how AI is reshaping team workflows and operating models — identifying where roles, processes, or organizational structures need to evolve — and translate those shifts into recommendations, organizational health diagnostics, and change management support.

• Partner with the Head of Talent Development and People Partners to plan and execute strategic talent and culture projects as they arise — from culture initiatives to ad hoc organizational assessments.

• Build repeatable playbooks, templates, and documentation for recurring programs; identify opportunities to automate and streamline workflows (survey communications, reminders, action-plan collection, reporting) using AI-enabled tools.

• Partner closely with HRBPs, HR Leadership, and business leaders to ensure programs are well adopted, inclusive, and grounded in what the data shows; act as the day-to-day point of contact for program questions and escalations.

• Stay current on market practices in organizational effectiveness, engagement measurement, and change management, bringing external benchmarks and frameworks into program design.

Job Requirements

• A Bachelor’s degree.

• 5–7+ years of relevant experience in organizational effectiveness, program management, people analytics/insights, employee engagement, or change management, ideally in a fast-paced or tech environment.

• Proven experience owning an end-to-end engagement survey program (design, launch, reporting, action planning) or comparable organizational diagnostic work.

• A working knowledge of change management frameworks and methodologies (e.g., Prosci/ADKAR or equivalent); Prosci or CCMP certification is a plus.

• Demonstrated proficiency in people analytics and data storytelling — comfortable working with survey, organizational health, and HRIS data, and consolidating it into dashboards and reporting views for leaders.

• Experience supporting operating model or organizational design work (roles, structures, decision rights) is a plus.

• Strong program and project management skills, with the ability to manage multiple concurrent programs, build clear project plans, manage dependencies, and deliver on time.

• High proficiency with project management, collaboration, survey, and analytics tools.

• Experience using AI or automation tools to streamline workflows or strong aptitude to learn.

• Excellent written, verbal, and facilitation skills, with the ability to tell a clear, effective story with data and translate complex data and diagnostics into actionable guidance for leadership.

• Strong stakeholder management skills, the ability to influence without authority, and build trust across People sub-teams and business partners.

• High attention to detail and ownership, and comfort operating with a mix of structure and ambiguity as programs evolve.