Global Employee Onboarding, Program Manager

The GTM Enablement team empowers the Pigment ecosystem to win by simplifying complexity and delivering exceptional experiences. We help our go-to-market teams ramp faster, adapt quickly, and execute with confidence. Our vision: to enable the most in-demand GTM organization in the world, where top talent comes to do the best work of their careers, and does it.

Overseeing the curriculum, attendee experience, and overarching program facilitation of POP - the abbreviation for Pigment Onboarding Program - now sits within GTM Enablement. Recently redesigned from a fragmented, two-tier program into a consistent 3-day, remote-first experience run in parallel for EMEA and NAMER cohorts, POP is a first-class new hire program and one of the most visible expressions of Pigment's culture.

We're hiring a Global Employee Onboarding, Program Manager to serve as the driving force behind repeatably executing the industry's leading standard for new hire onboarding. This role will operate in close partnership with Pigment's People team, who will largely support from a logistical coordination standpoint.

This role sits at the intersection of program operations and culture-building: you'll own the run-of-show for every cohort, keep EMEA and NAMER tracks running comparably and in parallel without collisions, coordinate a roster of internal facilitators, and continuously improve the experience against hard data — satisfaction, session engagement, content engagement, facilitator efficacy, social amplification, and a capstone AI competency assessment across Pigment's agentic tools.

You'll thrive in this role if you're a precise operator who can hold a lot of moving parts (facilitators, time zones, vendors, content) without dropping any of them, and if you know how to cultivate a great participant experience while making a program leaner and more scalable.

• Own end-to-end delivery of POP for every cohort: scheduling, facilitator coordination, run-of-show management, logistics, and post-session measurement

• Keep EMEA and NAMER cohorts running in parallel, managing the shared global anchor sessions (Founder Q&A, Closing Circle) and each region's distinct constraints (e.g.: EMEA's sequential regional benefits tracks; NAMER's 8am PST floor)

• Coordinate in-person exceptions — e.g: R&D/Product new hires and any Paris-local hires attending in Paris — including stakeholder alignment with R&D leadership

• Manage the facilitator roster and vendor relationships (e.g., regional benefits facilitators, LetterAI, swag/Sendoso vendor) and resolve open content items with their owners

• Maintain and evolve the multi-day curriculum while supporting facilitator guides, timing constraints, and content pillars (“Why Anything?”, “Why Pigment?”, “Why Pigment Now?”) across in-person, hybrid, virtual, and asynchronous formats

• Own measurement: satisfaction and engagement tracking, social media post growth, and the capstone AI competency assessment; turn results into a continuous improvement loop

• Orchestrate monthly local hub socials (Austin, NYC, Toronto, San Francisco, London) that extend the onboarding experience for remote hires

• Build clean, durable operating documentation so POP can run consistently without depending on any one person's institutional knowledge, and close the current gaps in post-onboarding handoff to managers

• Partner with the People team, GTM leadership, and cross-functional stakeholders (R&D, Legal, Product Marketing, Finance and Professional Services) to keep content current and the program aligned to business priorities

You'll report into GTM Enablement leadership and work closely with:

• The People team during program transition

• Regional facilitators for benefits and culture sessions (e.g., UK, France, DACH tracks)

• Thought leadership from across the company

• R&D/Product stakeholders in Paris for Day 1 in-person sessions

• People team and HRBPs, for probation and manager-accountability touchpoints

• Vendors supporting swag and new hire experience logistics

• 7-10 years in Enablement, People/L&D, program management, or an adjacent operational role, with a track record of owning a recurring program end-to-end

• A strong program operator who thrives on detail: someone who tracks scheduling dependencies, facilitator counts, and time-zone constraints proactively rather than reactively

• Comfortable running two parallel workstreams (EMEA/NAMER) all simultaneously incorporating regional nuance into each geo-specific delivery

• A clear, concise verbal and written communicator across audiences — executive updates, facilitator coordination, and warm, participant-facing communications

• Data-informed: comfortable turning feedback and assessment data into concrete program changes

• Experienced with (or quick to learn) tools such as Google Docs/Drive, Excel, LMSs, HRIS (e.g.: HiBob) and feedback platforms (e.g.: Padlet)

• Genuinely energized by new hire experience and culture-building, not just logistics

• Experience running onboarding, enablement, or training programs across multiple regions/time zones

• Familiarity with vendor management for swag/gifting platforms (e.g.: Sendoso)

• Background in GTM Enablement, L&D, or People Operations at a high-growth SaaS company

• Proven tracked record of optimizing efficiencies with AI tools

In your first 6–12 months, you will:

• Take full, confident ownership of POP operations from the redesign team with no drop in quality

• Run EMEA and NAMER cohorts in parallel smoothly, cohort after cohort, with tightening timing and fewer open items

• Close out inherited open items (e.g., outstanding content placeholders, vendor decisions) and put durable owners and documentation in place

• Show measurable improvement in satisfaction, engagement, and capstone AI competency assessment results

• Strengthen the post-onboarding handoff to managers, improving manager accountability in the 30/45/90/120-day window