People Programs Strategist

Description

Sprout Social is looking to hire a People Programs Strategist to the People team.

Why Join Sprout's People Team?

At Sprout Social, our People team builds the foundation that allows our global talent to power the future of customer connection. We are the champions of Sprout’s culture, ensuring that as we scale as a leader in social intelligence, our people remain our greatest competitive advantage.

We operate at the intersection of strategy and execution, driving impact across Talent, Total Rewards, People Operations, and Employee Experience. You’ll join a collaborative team focusing on world-class experiences that make Sprout a premier employer of choice. If you’re someone who wants to master your craft while helping others build careers they love, this is where you can make a lasting impact.

What you'll do

Imagine playing a pivotal role in how people experience Sprout — from the day they accept an offer to the day they step into a new role. As our People Programs Strategist, you'll design, support and run some of the key experiences that welcome new hires, mark key milestones across the employee journey, and help people understand and grow their careers. Your work directly shapes how people feel connected to Sprout's culture, how confidently they navigate their first months, and how clearly they see a path forward.

As our Onboarding Experience Program Owner, you don’t just manage a process; you shape the first impression of how we welcome and onboard new hires at Sprout. In this role, you will own the end-to-end journey for our global team members, turning day-one logistics into seamless, memorable experiences that connect people to our culture, mission, and community. Beyond onboarding, you’ll serve as an Employee Experience Activator—building scalable playbooks, championing our Community Resource Groups, and supporting core talent programs that accelerate employee growth and performance across the entire lifecycle.

New Hire Onboarding Program Lead

End-to-End Onboarding Ownership: Design and deliver an incredible, seamless onboarding experience for global team members, leading engaging sessions that connect new hires to our culture, teams, and HQ.

Cross-Functional Collaboration: Partner with Talent Acquisition, IT, HR, and department leaders to align day-one logistics and key manager touchpoints for a smooth transition.

New Hire Support: Serve as the primary, go-to guide for new hires, navigating questions around tools, systems, learning, and culture.

Continuous Improvement: Gather and analyze employee feedback to identify operational bottlenecks, optimize onboarding workflows, and support broader culture initiatives.

Employee Experience Activator:

Execution Excellence: Manage day-to-day operations and cross-functional logistics to support seamless, high-quality moments across the employee lifecycle.

Scalable Playbooks: Build standardized playbooks and leverage automation to streamline logistics for key milestones (anniversaries, promotions, values recognition), ensuring a consistent, high-touch experience company-wide.

Cross-Functional Enablement: Partner with stakeholders to guide and support experience design, maintaining quality and cultural alignment even when not leading primary delivery.

Community & Inclusion Advisory: Serve as the primary day-to-day operational partner for 50+ Community Resource Group (CRGs) leaders, directing end-to-end leader lifecycles, budget management, platform administration (Deed, Workramp), and communication strategies to amplify group initiatives company-wide.

Talent Management Support

Cross-Functional Talent Support: Partner with People leaders to help roll out core talent programs, like performance reviews, team calibrations, and retention plans and using AI tools to make the process smoother for everyone.

Agile Execution: Step in as a flexible operational partner across the People team and business units to troubleshoot issues, fill gaps, and keep key programs running flawlessly.

What you'll bring

The minimum qualifications for this role include:

4+ years of experience in talent, learning, employee experience, culture or related fields

Demonstrated ability to facilitate engaging, culture-first experiences

Strong project management skills with the ability to manage multiple initiatives and deadlines simultaneously

Excellent written and verbal communication skills for building clear playbooks and guides

Ability to work independently while collaborating across organizational boundaries

Ability to work from Sprout’s Chicago office for in-person events and onboarding

Experience working in distributed or remote-first environments

Preferred qualifications for this role include:

Background in onboarding, employee experience, culture, or talent development

Experience with tools like CultureAmp, Perceptyx, Lattice, WorkRamp, or similar platforms

Familiarity with change management principles for rolling out new programs

Familiarity with career frameworks and learning principles

Experience in technology or SaaS companies

How you'll grow

Within 1 month, you'll:

Shadow your manager and team members across current programs to understand history, stakeholders, and cadence

Meet key stakeholders including CRG leaders, People Team partners, and cross-functional collaborators to build early trust and working relationships

Begin owning operational execution with support

Within 3 months, you'll:

Begin day-to-day execution of most core programs, including logistics, communications, and stakeholder management

Surface your own observations and proposed solutions on what's working and what feels heavy

Partner with the People Team on employee listening inputs relevant to your programs

Within 6 months, you'll:

Be the clear, trusted point of contact for CRG leaders and other program stakeholders across the company

Contribute an execution-level view to decisions about which programs get simplified, scaled, or retired

Identify and implement at least one process improvement that makes a recurring program easier to run without sacrificing quality

Within 12 months, you'll:

Have full ownership and a track record of successful delivery across the program portfolio

Be trusted to represent these programs to stakeholders without your manager in the room

Have a clear point of view on how to leverage the employee experience framework to evolve existing programs or develop new ones

Our Benefits Program

We’re proud to regularly be recognized for our team, product and culture. Our benefits program includes:

Comprehensive Health & Wellness: Premium BCBSIL medical, dental (high/low plans), and vision (Eyemed) insurance for you and your eligible dependents.

Premium Mental Health Support: Full, free access to Modern Health for you and your dependents, including coaching, therapy sessions, and digital wellness resources.

Retirement Savings: 401(k) plan with a 50% company match on your first 6% of contributions (a 3% total match).

Financial Security: 100% employer-paid Life and Disability insurance for your peace of mind.

Flexible Paid Time Off: A flexible PTO policy, supplemented with additional company-wide Rest & Recharge days throughout the year.

Paid Parental Leave: Up to 16 weeks of paid leave for new parents to support you in expanding your family.

Annual Lifestyle Stipend: A $1,000 USD annual Lifestyle Spending Account to spend on your physical, mental, and financial well-being.

Work From Home Support: A one-time $550 USD stipend to set up your home office, plus a monthly $50 USD stipend for internet.

Giving Back: 16 hours of paid volunteer time annually, plus a $100 annual match for your charitable donations.

Additional Financial Perks: Access to pre-tax commuter benefits, subsidized child/eldercare (Care.com), discounted pet insurance (Figo), and no-cost personalized financia