HR Program Manager, Workforce Ramp&Readiness, Nisku

The Program Manager/Project Manager is accountable for end-to-end program delivery of a high-volume workforce ramp-up—scaling

Talent Acquisition, HR Operations, and Training/Onboarding

to enable the successful hiring, readiness, and retention of

2,000+ employees within an 8‑month timeframe . This role owns the integrated master plan, governance, cross-functional execution, risk management, and performance reporting across all “people” workstreams required to meet production readiness milestones. This leader connects workforce demand to execution through capacity planning, process design, stakeholder alignment, and operational cadence—ensuring the organization can recruit, onboard, and train at scale without compromising safety, quality, compliance, or candidate/employee experience.Key Outcomes (What Success Looks Like)

A single integrated ramp plan that aligns

headcount demand ,

hiring funnel capacity ,

onboarding throughput , and

training readiness

to production/operational milestones. Hiring and onboarding processes that scale smoothly and predictably (standard work, controls, dashboards, escalation paths). Training pipeline (including hands‑on manufacturing training capability) designed and staffed to keep pace with hiring volume. Clear cross-functional ownership and weekly execution cadence to drive decisions, remove blockers, and manage risks.Primary Responsibilities

1) Program Leadership&Governance

Own the

end-to-end program plan : scope, milestones, dependencies, resourcing, and critical path. Establish governance: steering committee rhythm, decision logs, RAID (risks/actions/issues/decisions), and escalation model. Drive cross-functional execution across HR, TA, Training, Operations, Finance, IT, Facilities, and EHS.2) Workforce Planning&Ramp Architecture

Translate workforce demand into a

wave-based hiring plan

(by role, shift, start date, and training pathway). Build capacity models across recruiting, HR operations, orientation, and training to identify constraints and trigger mitigation plans. Maintain a single integrated roadmap connecting hiring plan→ onboarding plan → training readiness → production readiness.3) Talent Acquisition Program Delivery (High-Volume Hiring)

Lead the scaling strategy for

sourcing, selection, interviewing, and offers

to meet ramp volumes. Standardize hiring process flow, assessment steps, scheduling, and service-level expectations across stakeholders. Coordinate vendor support as needed (agencies, job boards, background checks, onboarding vendors). Monitor funnel health: applicants→ screens → interviews → offers → start dates → show rates.4) HR Operations Enablement (Onboarding, Compliance, Employee Readiness)

Ensure HR operational readiness for high-volume start dates (documentation, policies, employee records, payroll/benefits handoffs, case management). Implement scalable onboarding controls: pre-boarding completion tracking, day‑1 readiness checklists, badge/access provisioning coordination. Partner on compensation/offer levers and ensure alignment to internal guardrails and approvals.5) Training&Onboarding Throughput (Orientation + Job/Role Training)

Design and scale orientation and training throughput (class size, frequency, trainer staffing, facilities, materials, scheduling). Partner with Training to build/expand

hands‑on manufacturing training

capability to support ramp needs (including“dojo”/floor-based training models where applicable). Coordinate training content readiness, trainer onboarding, competency verification approach, and transition‑to‑floor processes. 6) Metrics, Reporting&Operational Cadence

Build and maintain weekly dashboards covering hiring and training performance, readiness indicators, and bottlenecks. Facilitate weekly execution cadence (e.g., standups/war room/Obeya-style reviews) to drive actions and resolve blockers. Provide concise leadership reporting on progress, risks, decisions required, and forecast‑to‑plan.7) Change Management&Communications

Create and execute a stakeholder communication plan (leaders, hiring teams, trainers, support departments). Ensure candidate and employee communications are clear, consistent, and timed to reduce churn and improve show rates. Support change adoption: new processes, new roles, new training pathways, and operational controls.8) Budget&Vendor Management

Manage program budget (labor, vendor costs, training equipment/materials, facilities support as scoped). Negotiate and manage vendor deliverables, contracts/SOWs, and performance SLAs. Key Stakeholders / Partners

Talent Acquisition leaders and recruiters HR Business Partners / HR Ops / Payroll Training&Development / Orientation / Manufacturing trainers Plant/Operations leadership and frontline supervisors Finance, IT, Facilities, EHS/Safety, Legal/Compliance External partners (as needed): staffing agencies, training vendors, background check providers Required Qualifications

5+ years

program/project management experience delivering complex cross‑functional initiatives. Demonstrated experience scaling

high‑volume hiring, onboarding, and/or training

in a fast‑paced environment (manufacturing/operations preferred). Strong knowledge of core HR/TA processes (recruiting funnel, onboarding, HR operations workflows, training throughput). Proven ability to lead without formal authority; exceptional stakeholder management and executive communication.Strong analytical capability: building plans, capacity models, dashboards, and data‑driven decision‑making. Comfort operating in ambiguity and building structure quickly (standard work, governance, controls). Preferred Qualifications

Experience delivering workforce ramp‑ups of

1,000+ hires

or similarly scaled operational programs. Experience with ATS/HRIS/LMS ecosystems and reporting tools (e.g., Power BI or similar). Lean/continuous improvement mindset (process design, waste removal, operational cadence). Formal PM training/certification (PMP, PRINCE2, Agile/Scrum, Prosci change management).Core Competencies

Program planning&execution (critical path, dependencies, RAID) Capacity planning and throughput optimization Operational rigor and structured problem‑solving Stakeholder leadership&influence Clear, concise communication (exec‑ready updates) Change management and adoption leadership Data literacy and performance management Working Conditions

This position is located in the Obeya. Daily, in‑person is required. High presence required during peak onboarding/training waves (early mornings/shift overlap as needed). Fast‑paced, deadline‑driven environment with frequent cross‑functional coordination.

#J-18808-Ljbffr