People Program Manager

ABOUT OLIPOP

At OLIPOP, we’re on a mission to positively impact consumer health at scale. And we’re doing it through something simple: soda. But not just any soda, a new kind of soda: one that’s delicious, refreshing, and actually good for you.

This mission is deeply personal for our CEO, Co-Founder, and Formulator, Ben Goodwin. Like many of us, Ben grew up consuming the Standard American Diet: lots of soda and processed foods that prioritized convenience over nutrition. But at 14, he took his health into his own hands. After making significant changes to his nutrition and exercise, he lost 50 pounds and saw a transformation in his energy, mood, and emotional clarity.

Those changes sparked a deep curiosity about the connection between nutrition and health. Ben became a relentless student of the gut microbiome and the ways it supports overall wellness. The more he discovered, the more passionate he became about finding credible, science-backed ways to make consumer health accessible to everyone.

The mission was clear. The vehicle? Less so. After exploring the possibilities, Ben landed on an unexpected yet familiar choice: soda. It was something he loved as a kid, and he knew millions shared that same nostalgia. But this wouldn’t be just any soda. With most Americans falling short on daily fiber, Ben set out to create a version with more fiber and less sugar, one that was perfectly balanced. The result? A deliciously refreshing soda with 6 to 9 grams of fiber and 2 to 5 grams of sugar, delivering science-backed benefits without sacrificing the classic taste people crave.

In 2018, the first OLIPOP cans hit the shelves, bringing Ben’s vision to life with a functional soda that anyone could enjoy. And by reimagining soda, we’re also reshaping culture. That means creating products that support health for all and building a business grounded in humanistic values: empathy, integrity, and a belief in better for everyone. From the ingredients we source to the culture we foster, we’re committed to proving that business (and beverage!) can be a force for good, and that soda has the power to bring people together.

So join us, and let’s write a new American soda story together. One we can all feel good about. One OLIPOP at a time.

THE ROLE

OLIPOP is searching for a People Program Manager to join our team. This person will lead the design, implementation, and ongoing management of cross-functional programs that shape the employee experience and support organizational effectiveness. This role is instrumental in scaling our people operations by driving high-impact initiatives across performance management, employee engagement, talent programs, and HR systems.

You’ll serve as a central point of coordination across multiple workstreams, and your day-to-day will include aligning stakeholders, ensuring delivery of complex projects, and turning strategy into action. Whether rolling out foundational systems like an HRIS, building scalable frameworks like job architecture, or refining people programs to support growth, you’ll bring structure, clarity, and momentum to our People Team’s most important priorities.

This is a highly visible role requiring strong project management capabilities, HR expertise, and a collaborative mindset to deliver seamless, people-first solutions that align with our values and business goals.

This role comes with the opportunity to impact the people experience at a high-growth, innovative company that has a collaborative and inclusive culture that values your input and expertise. 

 

RESPONSIBILITIES:

• Lead the end-to-end project management of our HRIS implementation, coordinating with vendors, IT, HR, and stakeholders to ensure timely and successful deployment. Manage training, communication, and adoption strategies.
• Oversee the rollout of a comprehensive job architecture framework, including job leveling, role definitions, and compensation alignment. Partner with leadership, compensation, and talent acquisition teams to drive adoption and integration into talent processes.
• Work closely with the People Team and Business Leaders to align program goals with business objectives and incorporate unique team structures into a scalable job architecture.
• Manage and continuously improve core people programs such as:
• Performance management cycles (goal setting, reviews, calibration)
• Talent development programs
• Ongoing employee engagement programs
• Develop communication plans and training materials to support program rollouts. Serve as a change champion to drive adoption and engagement across the organization.
• Leverage technology and tools to streamline people processes and improve operational efficiency.
• Evaluate and recommend new technologies that can scale the People Team’s capabilities and support a growing workforce.
• Partner with IT and cross-functional teams to ensure system integrations and data consistency across platforms.
• Use systems to automate workflows, enhance reporting, and support data-driven decision-making.
• Track program metrics and project milestones, provide regular updates to leadership, and use data insights to recommend improvements.

 

QUALIFICATIONS:

• Minimum of five years of experience as Project or Program Manager focused on the areas described above.
• Minimum of two years of experience as a Project or Program Manager in a startup organization where you designed/built programming from scratch.
• Proven results as a project or program manager, stakeholder manager, and change management expert.
• Demonstrated experience managing large-scale HRIS implementations and job architecture projects.
• Strong understanding of HR processes, people programs, and organizational design.
• Excellent project management skills, including planning, execution, stakeholder management, and risk mitigation.
• Exceptional communication and interpersonal skills, with the ability to influence at all levels of the organization.
• Proficient with project management tools
• Strong analytical skills and comfort with HR data and reporting.
• Solid knowledge of performance management and measurement practices with an ability to develop novel approaches to both.
• Solid knowledge of a variety of Total Rewards practices, comfortable with explaining compensation decisions and philosophy.
• Ability to take initiative and work autonomously.
• Ability to work with ambiguity, think critically, make decisions and solve non-routine problems based on your experience and through solid reasoning skills.
• High level of discretion when dealing with confidential and sensitive matters.
• Ability to communicate clearly, empathetically and firmly in a variety of settings - verbally, in writing, 1 on 1 and in large groups.
• Competence in Google Suite and Microsoft Suite - ability to create engaging training presentations and other materials.
• Experience working with common People metrics and creating dashboards to monitor org health and performance.
• Experience with building and leading trainings a plus
• Experience with team collaboration tools such as Slack and Zoom is preferred.

 

REPORTS TO:

VP Total Rewards & Engagement

 

COMPENSATION:

$120,000-$135,000 base salary + bonus 

 

HOW WE WORK

We may be fully remote, but we’re anything but disconnected. OLIPOP has grown from a few passionate people around a table to a nationwide team, and we’ve done it without losing our collaborative spirit or sense of purpose.

Connection here is intentional. From cross-functional projects and IRL offsites to thoughtful Slack threads and spontaneous gifs, we make the effort to stay close, even across time zones. Sure, we move quickly, but we lead with trust, transparency, and a shared commitment to doing work that matters.

We value thoughtful debate. We give feedback with care and receive it with curiosity, knowing that real growth, both personal and collective, comes from listening as much as leading. Because at OLIPOP, it’s not just about getting things done. It’s about growing together, staying true to what matters, and building something with lasting impact.

 

WHAT WE VALUE

At OLIPOP, our values aren’t just posters on a wall. They shape how we show up: for each other, for our customers, and for the mission we’re chasing together. 

• Mission Connectivity: Everything we do ladders up to our shared goal: supporting human health. Whether launching a new flavor or conducting clinical research, the mission stays front and center.
• Indomitable Spirit: When things get messy, we get inventive. We stay curious, adapt quickly, and find the path forward, most likely with a dedicated Slack thread and a beautifully overbuilt deck.
• Lead at Every Level: Leadership isn’t about titles, it’s about ownership. We speak up, follow through, and lift each other up. If you’ve got ideas and initiative, you’ve got influence.
• Courageous Humility: We’re confident in what we bring and curious about what we don’t know (yet). We give feedback with care, take it with grace, and know that real growth takes both.

 

WHAT WE’RE LOOKING FOR

Success at OLIPOP doesn’t come from checking boxes; it comes from living our values, staying curious, and finding energy in both the pace and the purpose. We’re building something big, and we’re looking for people who: 

• Think big, move fast, and take thoughtful risks
• Thrive in a high-performance, feedback-rich environment
• Value real human connection and honest collaboration
• Are fired up by building something new, and making it better every day

Startup life at OLIPOP is equally fun and fast-paced. If you’re energized by a dynamic environment, eager to grow, and excited to help shape something meaningful from the inside out, OLIPOP is a one-of-a-kind ride.

We are proud to be an Equal Opportunity/Affirmative Action Employer.  Olipop does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor. Applicants and employees are protected from discrimination under Federal law. For more information, please see EEO is the Law.