Senior Program Manager, Crusoe Energy Systems

• Hands-on experience designing and managing performance management, talent review, or succession planning programs at scale
• Builder's mindset — able to work through ambiguity, pressure-test program designs with stakeholders, and iterate toward solutions that actually stick
• AI fluency — actively use AI tools to accelerate work, generate insights, and problem-solve creatively
• Cross-functional influence and credibility — able to earn the trust of senior business leaders and drive adoption of programs that require their active participation, not just their sign-off
• Change management experience driving meaningful adoption across complex organizations
• Data-driven approach to measuring program effectiveness and iterating on results
• Clear, concise communicator across all audiences and levels

Desirable

• We're looking for a Senior Program Manager, Performance Management to build and evolve Crusoe's core talent programs — performance management, talent review, succession planning, job architecture, and career frameworks
• This isn't a role for someone who maintains what exists
• Crusoe is scaling fast, and most of what this person will build doesn't exist yet
• You'll bring structure to ambiguity, earn trust from senior business leaders, and turn strategic direction into durable programs — then measure whether they're actually working
• You're equally comfortable designing the calibration model on Monday and running a cross-functional working session with business leaders on Thursday
• You know that a program no one adopts is just a document, so you build with change management in mind from day one
• What makes this work genuinely hard — and genuinely interesting — is who you're building for
• Crusoe is vertically integrated in a way few companies are — spanning land acquisition and power development, real estate and data center construction, hardware manufacturing, and software engineering, all under one roof
• The people doing that work are as varied as the work itself: skilled tradespeople on job sites, electrical engineers commissioning facilities, and ML researchers pushing the frontier of AI infrastructure
• A performance framework that works for one won't automatically work for another
• The best candidate here has designed programs flexible enough to meet people where they are, and principled enough to hold together across all of them
• This role sits inside People Operations & Strategy, a team that treats talent programs the way product teams treat products — owned end-to-end, built with accountability, and continuously improved
• If you want to do the most consequential work of your career at a company that will let you, this is it
• Redesign and operationalize our performance management strategy — building a calibrated, consistent approach that scales with the business and equips managers to lead meaningful performance conversations
• Scale talent reviews and build succession planning programs to identify and develop high-potential talent
• Build the talent infrastructure Crusoe scales on — pilot new programs, pressure-test them, and turn what works into durable, Workday-enabled systems that scale across the company
• Bring AI into how we build and run performance programs — using it to sharpen calibration quality, surface talent insights, and accelerate delivery, so the team operates at a higher level, not just a faster one
• Own job architecture end to end — designing and maintaining leveling guidelines, job families, and skills taxonomy, running update cycles, managing stakeholder communications, and handling the technical administration that keeps it accurate and usable as the company grows
• Build manager capability programs — toolkits, training, and enablement — so leaders can hold meaningful performance conversations, not just complete the process
• Design transparent career pathways and internal mobility frameworks that help employees see, and pursue, their next opportunity within Crusoe
• Help define the measurement strategy for performance programs, partnering with Employee Success Partners (ESPs), People Analytics, and business leaders to fund regular program effectiveness reviews, and translate data into clear recommendations for iteration and investment
• Lead rollout, adoption, and change management across the business with COEs
• Build and document scalable processes that create consistency across all talent programs