Associate Program Manager, HR

About Rippling

Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.

Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365—all within 90 seconds.

Based in San Francisco, CA, Rippling has raised $1.4B+ from the world’s top investors—including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock—and was named one of America's best startup employers by Forbes.

We prioritize candidate safety. Please be aware that all official communication will only be sent from @Rippling.com addresses.

About the role

Rippling is seeking a highly organized, operationally rigorous Associate Program Manager, HR to help drive critical HR programs and cross-functional initiatives that improve the support of Rippling’s continued scale and HR execution. 

This role will report to the VP of HR and serve as a core operator across several high-impact and varied work streams, including new hire onboarding, benefits, HR PMO projects, AI-enabled HR initiatives, OKRs/QBRs, M&A readiness and integration work, IPO-related HR projects, and Rippling Rituals.

The ideal candidate is a strong program manager and operator who can create structure in ambiguity, drive stakeholders to decisions, translate complex work into clear plans, and ensure execution does not stall. You are comfortable operating across strategic HR priorities and tactical details. You can support executive-level work streams while also rolling up your sleeves to improve processes, manage dashboards & tooling, track issues & analytics, prepare materials, and ensure project completion.

This is a high-impact role for someone who brings judgment, discretion, analytical orientation, and an incredible bias for getting sh!t done!

What you will do

• Lead and operationalize HR programs and projects from intake through execution, ensuring clear scope, owners, milestones, dependencies, risks, decisions, and success measures.
• Own Rippling’s global new hire onboarding program to deliver a consistent, high-quality onboarding experience, ensuring seamless coordination with regional onboarding hubs.
• Support benefits-related programs and operational improvements, including employee education, partnering with product to ensure issue resolution, stakeholder coordination, communications, process documentation, and cross-functional execution.
• Serve as a PMO partner to the VP of HR across priority initiatives, including AI in HR, OKRs/QBRs, M&A readiness and integration, IPO readiness, Rippling Rituals, Rippling product feedback, and other HR work streams.
• Build and manage project plans, trackers, dashboards, executive updates, decision documents, and enablement material that create clarity, accountability, and momentum.
• Identify opportunities to improve HR processes through automation, better data, clearer ownership, and stronger operating discipline.
• Anticipate risks and dependencies, surface issues early, and drive resolution without waiting for perfect direction.
• Maintain strong documentation, project hygiene, and communication loops so stakeholders know what is happening, what is needed, and who owns next steps.
• Handle confidential HR, employee, business, and executive information with discretion, sound judgment, and appropriate care.

What you will need

• 3+ years of experience in program management, project management, people operations, HR operations, consulting, business operations, or HR-related project delivery.
• Strong program and project management fundamentals, including scoping, planning, governance, milestone tracking, risk management, stakeholder management, and execution.
• Experience supporting complex, cross-functional initiatives in fast-moving, high-growth environments.
• Comfort working across HR domains such a