Strategic Program Manager, Talent Enablement

As a Strategic Program Manager in Talent Enablement at Figma, your primary responsibilities include leading the planning, execution, and monitoring of complex programs that span multiple teams, utilizing both qualitative and quantitative analysis to drive improvements, designing scalable solutions for the talent team, and ensuring alignment across diverse stakeholders. You'll also present strategic initiatives clearly to senior leadership, ensuring high-quality, timely delivery of all projects.

To qualify for the Strategic Program Manager role at Figma, candidates should have at least 8 years of experience in a Recruiting Operations or similar role, alongside 5 years of experience managing projects or programs. A strong background in recruiting processes, technologies like Greenhouse and Workday, and analytics is essential, as well as outstanding communication and change management skills to navigate a scaling organization.

Experience in project management is crucial for the Strategic Program Manager role at Figma as it directly contributes to the ability to drive the successful execution of high-impact initiatives. The successful candidate will need to manage multiple projects simultaneously while ensuring on-time delivery and quality results. Skills in change management and stakeholder management are also pivotal to support adoption and navigate change effectively.

The work culture at Figma for a Strategic Program Manager is collaborative and inclusive, focusing on making design accessible to all. You will be part of a team that values diverse thoughts and experiences, encouraging everyone to contribute to impactful user-centric solutions. There is a strong emphasis on mentorship, teamwork, and personal growth, providing a vibrant environment for innovation.

Yes! The Strategic Program Manager role at Figma can be performed remotely in the United States, offering flexibility to candidates while still being an integral part of a dynamic team that drives talent enablement and recruiting excellence.

In cross-functional team environments, I prioritize clear communication and set expectations from the start. I believe in building rapport with all stakeholders to understand their needs effectively. Setting up regular check-ins ensures everyone is aligned, and utilizing project management tools to track progress helps maintain transparency throughout the project lifecycle.

My experience with recruiting technology includes extensive use of Greenhouse and Workday to streamline hiring processes. I have utilized these tools for everything from tracking candidates to analyzing recruitment metrics. I focus on leveraging technology to enhance team workflow and improve data insights that inform decision-making in hiring practices.

I utilize a human-centered approach to drive change adoption, beginning with understanding the perspectives of all stakeholders. Providing training sessions, showcasing quick wins, and facilitating open discussions help demystify new changes. Regular feedback loops are essential for refining the adoption process, allowing team members to feel empowered and invested.

I measure the success of recruitment initiatives by analyzing key performance indicators like time-to-hire, quality-of-hire metrics, and candidate satisfaction scores. Conducting retrospective analyses post-hiring campaigns gives us insights into what worked and areas for improvement. This data-driven approach informs our future strategies, ensuring constant enhancement in our recruitment process.

I once presented an extensive report on the efficiency of our recruiting pipeline to senior leadership. I simplified complex data into visual presentations, highlighting key insights and actionable recommendations. By telling a compelling story with the data, I engaged the audience and facilitated a productive discussion on optimizing our hiring processes.

A successful Strategic Program Manager should possess strong leadership qualities, effective communication skills, and the ability to manage multiple priorities. Additionally, having a collaborative spirit and a focus on user-centric solutions are crucial in driving impactful initiatives that resonate across the organization.

Ensuring alignment with diverse teams starts with inclusive planning sessions where all voices are heard. I establish clear objectives and metrics from the outset and create comprehensive documentation that everyone can refer to. Regular updates and feedback sessions during the initiative's implementation phase help maintain alignment and address any misalignments promptly.

I have led several initiatives aimed at streamlining processes within talent teams. For example, I implemented an automated tracking system that reduced our time-to-hire significantly while enhancing candidate experience. I engaged with team members throughout the process to identify pain points and collaborated closely to develop solutions that align with our overall goals.

Handling resistance to change requires empathy and understanding. I address concerns by actively listening to feedback, providing support through training, and demonstrating quick wins from the new solution. Building a coalition of change champions within the team who can advocate for the benefits of the change is also highly effective.

For project management, I utilize a combination of tools like Asana for task management, Google Analytics for tracking performance metrics, and Gantt charts for visualizing timelines. I also advocate for Agile methodologies when applicable, ensuring we remain adaptable to evolving project needs and stakeholder input.