People Programs Specialist, Crusoe Energy Systems

• 3-6 years in People/HR programs, talent management, or HR operations
• Experience with job architecture, competency frameworks, or job profile management
• Strong documentation discipline and attention to detail
• Clear written communication for manager- and executive-facing materials
• Comfortable with ambiguity and a fast-moving environment
• Active use of AI tools to accelerate drafting, analysis, and documentation

Desirable

• We're looking for a People Programs Specialist to support the build-out of Crusoe's core talent programs - job architecture, performance management, and the systems that run them. Most of this work is in progress rather than established, so the role is closer to construction than maintenance
• This person supports the Talent Management team who owns these programs. Program design, stakeholder strategy, and business-facing decisions sit with the program owners
• This role turns those decisions into finished work: a complete job profile library, a configured and tested Workday tenant, a review cycle that launches on time
• That means moving between detailed build work and operational execution depending on the week — pressure-testing leveling logic across a large set of job profiles, drafting manager toolkits and FAQs, tracking a cycle to completion
• The complexity here comes from the population. Crusoe is vertically integrated, spanning land acquisition and power development, real estate and data center construction, hardware manufacturing, and software engineering
• The workforce ranges from skilled tradespeople on job sites to electrical engineers commissioning facilities to ML researchers
• A job family structure or performance framework that fits one group often doesn't fit another, and the failure points usually surface during the build rather than the design. We need someone who catches those and raises them early
• The role broadly supports People Operations & Strategy. It's a 12-month engagement covering the job architecture rollout, the Workday performance implementation, and two full review cycles
• Complete the remaining job family and leveling build — drafting job profiles, mapping roles, resolving gaps with COEs and business stakeholders
• Maintain the source-of-truth architecture files and handle the technical administration that keeps them accurate
• Support rollout: manager communications, FAQ and toolkit development, mapping review sessions, escalation triage
• Partner on configuration and testing of Workday performance appraisal — requirements documentation, test scripting, UAT coordination, defect tracking
• Build the process documentation and admin runbooks that make the system supportable after go-live
• Support the operational backbone of review cycles: launch setup, population and eligibility logic, cycle monitoring, reminder cadence, completion reporting
• Troubleshoot in-cycle issues and act as first-line support for managers and ESPs
• Move between operational execution and program work as priorities shift — talent review support, career pathway documentation, program effectiveness reporting, ad hoc analysis