Human Resources Program Manager

Service Employees International Union (SEIU)

Job Title: Human Resources Program Manager

Grade: MGT D

Annual Salary: $105,468

Location: Washington, DC

Organization Overview: We are the Service Employees International Union (SEIU), a union of about 2 million diverse members in healthcare, the public sector, and property services. We believe in and fight for our Vision for a Just Society: where all workers are valued and all people respected, no matter where we come from or what color we are; where all families and communities can thrive; and where we leave a better and more equitable world for generations to come. We are an anti-racist union determined to check corporate power and uproot structural racism through unions, worker power, collective action, and government, legislative, and political action. We fight for Unions for All and a Government that Works for All so that all of us, across race and place, can have power together in unions and participate fully in our democracy.

Purpose: The Human Resources Program Manager leads and coordinates key HR initiatives that strengthen organizational effectiveness, operational efficiency, and workforce development. This role manages cross‐functional projects spanning HR systems, process improvements, compliance, talent programs, and organizational culture. A central component of the role includes supporting the organization’s HBCU partnership initiatives and contributing to Anti‐Racist Organizational development (ARO) efforts.

The HR Program Manager ensures that all projects are delivered on time, within scope, and aligned with the organization’s people‐centered values, including equity, inclusion, and anti‐racist practice.

Primary Responsibilities: Any one position may not include all of the specific duties and responsibilities listed. Examples provide a general summary of the work required and should not be treated as a total and complete list of expected duties to be performed by employees in the classification.

Support for HBCU Partnership Program

• Serves as the HR point of coordination for the components of the organization’s HBCU engagement strategy, including recruitment pipelines, internship programs, and relationship‐building with partner institutions.
• Track program milestones, outcomes, and participation data to evaluate effectiveness and identify opportunities for expansion.
• Collaborate with Talent Acquisition, Communications, and external partners to strengthen the visibility and impact of HBCU initiatives.
• Support the development of equitable hiring pathways that increase access and representation for students and graduates of Historically Black Colleges and Universities.

Anti‐Racist Organizational Development (ARO) Support

• Assist in planning, implementing, and monitoring anti‐racist organizational initiatives, ensuring alignment with HR systems, policies, and practices.
• Partner with HR leadership and internal working groups to integrate anti‐racist principles into recruitment, onboarding, performance management, and employee engagement processes.
• Support the development of training materials, communication plans, and evaluation tools that advance the organization’s anti‐racist commitments.
• Track progress on ARO‐related goals and provide project documentation, reporting, and recommendations for continuous improvement.

Project Planning & Execution

• Develop detailed project plans, timelines, and milestones for HR initiatives such as system implementations, process redesigns, policy updates, and talent programs.
• Lead end‐to‐end project execution, ensuring deliverables meet quality standards and organizational expectations.
• Coordinate project resources, assign responsibilities, and monitor progress to ensure timely completion.
• Identify project risks, develop mitigation strategies, and resolve issues proactively.

HR Systems & Process Optimization

• Support the implementation, configuration, and optimization of HR technologies (e.g., HRIS, ATS, performance systems, learning platforms).
• Analyze current HR processes to identify inefficiencies and recommend improvements that enhance accuracy, compliance, and user experience.
• Collaborate with HR leadership to ensure systems and workflows align with strategic goals and operational needs.

Cross‐Functional Collaboration

• Serve as the primary liaison between HR and internal departments involved in HR-related projects.
• Facilitate communication among stakeholders, ensuring alignment on project goals, timelines, and responsibilities.
• Lead project meetings, prepare status updates, and