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Hr Program Manager Jobs in Decatur, GA (NOW HIRING)

Intuit

Travel & Expense Operations Manager

Atlanta, GA · On-site

$117K - $158.50K/yr

... HR, Security, and other stakeholders to drive program improvements and initiatives. * Data ... Supplier Management: Assist in managing operational relationships with travel and expense suppliers ...

Intuit

Travel & Expense Operations Manager

Atlanta, GA

$117K - $158.50K/yr

... HR, Security, and other stakeholders to drive program improvements and initiatives. * Data ... Supplier Management: Assist in managing operational relationships with travel and expense suppliers ...

SwiftX Inc.

Management Trainee

Peachtree Corners, GA · On-site

$25/hr

This one-year rotational development program is designed to cultivate future operations leaders ... Pay $25/hr * 7 PTO days * 5 Paid Sick Leave Days * 6 Paid Holidays * 401K * Medical insurance ...

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Hr Program Manager information

See Decatur, GA salary details

$37.6K

$104.9K

$153.3K

How much do hr program manager jobs pay per year?

As of Jun 3, 2026, the average yearly pay for hr program manager in Decatur, GA is $104,917.00, according to ZipRecruiter salary data. Most workers in this role earn between $77,600.00 and $129,400.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an HR Program Manager, and why are they important?

To thrive as an HR Program Manager, you need expertise in human resources practices, organizational development, and project management, often supported by a bachelor's degree in HR or a related field and relevant experience. Familiarity with HR information systems (HRIS), project management software, and certifications like SHRM-CP or PMP are typically required. Strong leadership, communication, and problem-solving skills help you manage programs effectively and foster positive workplace culture. These skills are crucial for designing and implementing HR initiatives that align with business goals and ensure organizational success.

How does an HR Program Manager typically collaborate with other departments to implement new HR initiatives?

As an HR Program Manager, you will work closely with department heads, line managers, and cross-functional teams to ensure the successful rollout of HR programs, such as talent development or employee engagement initiatives. This often involves conducting needs assessments, aligning program objectives with business goals, and facilitating communication between HR and other departments. Regular meetings, workshops, and feedback sessions are common practices to ensure all stakeholders are involved and informed. Effective collaboration helps drive adoption and ensures that HR initiatives deliver measurable value across the organization.

What are HR Program Managers?

HR Program Managers are professionals responsible for designing, implementing, and overseeing human resources programs within an organization. They manage initiatives such as employee development, diversity and inclusion, performance management, and organizational change. Their role involves collaborating with various departments to ensure HR programs align with business goals, tracking program effectiveness, and ensuring compliance with relevant policies and laws. Effective HR Program Managers combine project management skills with deep knowledge of HR best practices to drive organizational success.

What is the difference between Hr Program Manager vs Hr Business Partner?

AspectHr Program ManagerHr Business Partner
Primary FocusManaging HR programs and initiatives across departmentsAligning HR strategies with business goals and consulting with leadership
ResponsibilitiesProgram development, implementation, and oversightStrategic partnership, employee relations, and organizational development
Work EnvironmentProject-based, cross-departmental teamsCollaborative with senior management and business units
Required CredentialsBachelor’s or Master’s in HR, Business, or related field; HR certificationsBachelor’s or Master’s in HR, Business, or related field; HR certifications

While both roles require HR expertise and similar credentials, the Hr Program Manager focuses on managing specific HR programs and initiatives, whereas the Hr Business Partner works closely with leadership to align HR strategies with business objectives. The Program Manager handles project execution, while the Business Partner emphasizes strategic consulting and organizational development.

What job categories do people searching Hr Program Manager jobs in Decatur, GA look for? The top searched job categories for Hr Program Manager jobs in Decatur, GA are:
What cities near Decatur, GA are hiring for Hr Program Manager jobs? Cities near Decatur, GA with the most Hr Program Manager job openings:
Hr Program Manager jobs near you
Principal Program Manager, Performance Management & Development

Principal Program Manager, Performance Management & Development

Intuit

Atlanta, GA

Full-time

Posted yesterday

Intuit rating

8.4

Company rating: 8.4 out of 10

Based on 81 frontline employees who took The Breakroom Quiz

65th of 185 rated software companies

Job description

At the heart of Intuit's success is a high-performance culture powered by our Performance Management & Development (PM&D) system. Our end-to-end PM&D system includes setting clear, bold goals, evaluating the ongoing performance of employees against their goals, providing ongoing coaching and feedback, assigning ratings at mid-year and year-end, rewarding employees with differentiated compensation, and helping employees meet their career goals. We believe that when employees have clarity on their impact and a clear path for growth, they do the best work of their lives-which, in turn, drives our business forward.


Our Mid-Year and Year-End processes are the most critical moments in our performance and talent management calendar. These are high-stakes periods where performance, ratings, and rewards intersect to bring our pay-for-performance philosophy to life. As the Principal Program Manager, Performance Management and Development, you are the driver of these moments. You won't just run a process; you will drive company-wide impact by ensuring we design and deliver world-class employee experiences. 


You will balance strategic direction with operational excellence, collaborating deeply with HRBPs, People Analytics, Tech, Learning, and Executive Leadership to ensure our talent practices are data-driven and future-ready.


Responsibilities

Mid-Year and Year-End Performance Design & Delivery

  • Own the end-to-end design and delivery of Intuit's Mid-Year and Year-End performance cycles - including calibration, ratings, distribution guidance, talent reviews, and pay-for-performance rewards alignment and conversations.

  • Serve as a subject matter expert in our PM&D system, translating talent strategy into operational excellence. 

  • Define and own the roadmap for the Mid-Year and Year-End processes - identifying tradeoffs, sequencing delivery, and ensuring every initiative connects to accelerating talent and business outcomes.

  • Build and maintain a durable, agile operating model: clear playbooks, streamlined workflows, business-relevant timelines, and a process that scales efficiently and improves year over year.

AI-Enabled Innovation & Data Intelligence

  • Partner with Product and Tech teams to define AI-enabled use cases, establish fairness and governance guardrails, and drive adoption that changes manager and employee behavior and drives talent outcomes.

  • Partner with People Analytics to modernize reporting and data intelligence - embedding key talent signals directly into workflows so leaders make faster, better-informed decisions.

  • Define and track the metrics that connect performance and talent processes to talent outcomes, retention, engagement, and business performance.

Cross-Functional & Change Leadership

  • Work directly with executive sponsors to address program risks, build buy-in for key decisions, and translate complex data into strategic recommendations that drive action at all levels.

  • Lead and align matrixed project teams across Rewards, Analytics, Learning, HRBPs, Tech/Product, and Communications - ensuring seamless, end-to-end PM&D program delivery across the enterprise.

  • Formulate and execute change strategies for large-scale program shifts - managing stakeholder relationships at all levels and instilling confidence and change adoption in the direction.


Qualifications

  • 7-10+ years in Talent or Performance Management, HRBP, Program Management, Organizational Development, or HR Operations with a proven track record driving large-scale performance or talent cycles at a global or enterprise level.

  • Deep subject matter expertise in performance management - talent review/calibrations, rating philosophy, pay-for-performance design, and bias mitigation in talent decisions.

  • Exceptional ability to translate high-level talent philosophy into flawless operational delivery without losing strategic intent or attention to the details that matter.

  • Advanced data literacy: fluent in talent analytics, capable of building executive-ready narratives from complex data, and skilled at teaching business leaders how to use data in talent decisions.

  • High proficiency with AI tools and an informed point of view on how AI is reshaping performance management - including its potential benefits and risks. Experience with AI-enabled HR tech platforms and tools.

  • Strong product, design, and systems thinking applied to performance and talent program design with a track record of driving simplicity, scalability, and exceptional end-to-end employee experiences.

  • Outstanding communication, influence, and stakeholder management skills - credible presenting to HR and business executives and tech, product, and analytics partners.

  • Proven ability to lead through ambiguity, drive alignment across competing priorities, and simplify complex systems into scalable, durable solutions.

  • Bachelor's degree in HR, Organizational Psychology, Business, or a related field. Master's or MBA preferred.


Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at [1] Intuit: Careers | Benefits). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is: 
Bay Area California $194,000- 262,000 
Southern California $178,000- 241,000 
References Visible links 1. https://www.intuit.com/careers/benefits/full-time-employees/

Employment Type: Full-Time

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