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