Program Manager, Coinbase

• Experience working strategically and proactively to ideate, craft, and execute on employee development programs from 0-1, with 7+ years of experience of this work in a People/HR/Talent function
• Strong project management skills with a bias toward outcome and impact: impeccable attention to detail and ability to balance multiple priorities
• Exceptional communication skills across all levels of the organization
• Experience influencing and engaging with senior leaders to seek and apply input, resolving conflicting POVs where needed
• Data-driven mindset and analytical approach to measuring program success, making decisions, and implementing changes
• Passion for designing employee experiences
• Someone who is curious, self-aware, and resilient

Desirable

• The Acceleration Programs team is responsible for supercharging careers across Coinbase, with a focus on emerging talent and high potential employees
• Reporting to the Head of Acceleration Programs, this Program Manager will be responsible for building our high potential program from the ground up: designing, implementing, managing, and iterating on offerings for our highest potential employees, a population drawn from across functions and career stages
• Doing deep listening work with employees and leaders across the company to understand what resonates with high potential employees of different levels and in different parts of the business
• Developing a compelling, cohesive program, including experiences that are…
• Shared across the entire high potential population
• Specific to a given career stage (EID, mid-career, senior)
• Tailored to each individual
• These experiences may include:
• A ‘Tours of Duty’ strategy to place and support our highest-potential employees in roles that will accelerate their career with us
• Fireside chats with external guests and internal leaders
• Training sessions that bolster skills critical for growth and development
• Tailored development plans that are specific, measurable, achievable, and compelling for high potential employees and their managers
• Developing relationships with the business to build buy-in, alignment, manage stakeholder expectations and offer program updates
• Gathering participant feedback and maintaining a nuanced understanding of what’s working and what’s not to inform future iterations
• Creating and being accountable for success metrics for this program, likely including retention
• Serving as a support and point of contact for both participants and stakeholders by maintaining a precise view of the program and how it interacts with other HR/PST processes and offerings, as well as serving as an advocate for the interests of this group in various forums