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Program Manager Jobs in Branch Dale, PA (NOW HIRING)

ICON Consultants, LP

Staffing Coordinator

Bernville, PA · On-site

$17.50 - $22.50/hr

Onsite Staffing Program Manager (Light Industrial) Client: Large Logistics Company Location: Bernville, PA Onsite Flexibility: 90-100% onsite Travel Requirements: Travel might be required to various ...

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All JobsProgram JobsProgram Manager JobsProgram Manager Jobs in Branch Dale, PA

Program Manager information

See Branch Dale, PA salary details

$34.4K

$96K

$140.3K

How much do program manager jobs pay per year?

As of Sep 8, 2026, the average yearly pay for program manager in Branch Dale, PA is $96,050.00, according to ZipRecruiter salary data. Most workers in this role earn between $71,100.00 and $118,400.00 per year, depending on experience, location, and employer.

What is a program manager?

Program managers are professionals responsible for overseeing multiple related projects within an organization, ensuring they align with strategic goals and deliver expected outcomes. They coordinate the efforts of project managers, manage resources, set priorities, and address risks and issues that arise across the program. Unlike project managers who focus on individual projects, program managers take a broader view, ensuring that all projects within a program work together effectively to achieve long-term business objectives.

What does a program manager do?

The job of a program manager is to plan, organize, and coordinate management programs or external programs for a business or institution. As a program manager, your duties vary depending on the type of organization for which you work, but many of the responsibilities for this role are similar or overlap. You typically supervise numerous associates and analysts who help prepare data and assessments about current programming and how it can be improved. You help to implement new programs for employees or customers and promote them through HR or outreach coordinators and marketing professionals. You also assess individual projects and how they interact with one another.

What are the key skills and qualifications needed to thrive as a program manager, and why are they important?

To thrive as a Program Manager, you need strong project management skills, strategic planning abilities, and a relevant degree, often supported by certifications like PMP or Agile. Familiarity with tools such as Microsoft Project, Jira, or Asana is essential for tracking progress and managing resources. Exceptional communication, leadership, and problem-solving skills help you motivate teams and navigate complex stakeholder environments. These competencies ensure that programs are delivered on time, within scope, and aligned with organizational goals.

What are some common challenges program managers face when coordinating cross-functional teams?

Program Managers often encounter challenges such as aligning priorities across diverse teams, managing conflicting stakeholder expectations, and ensuring clear communication among departments with different workflows. Navigating these challenges requires strong negotiation and problem-solving skills, as well as the ability to build consensus and foster collaboration. Successful Program Managers proactively establish regular check-ins, promote transparency, and adapt strategies to keep projects on track and maintain team engagement.

What is the difference between Program Manager vs Project Coordinator?

AspectProgram ManagerProject Coordinator
CredentialsTypically requires a bachelor’s degree, PMP or similar certifications often preferredUsually requires a bachelor’s degree; certifications like CAPM are common
Work EnvironmentOversees multiple projects within a program, strategic focusSupports project teams, handles administrative tasks
Employer & Industry UsageUsed across industries like IT, construction, healthcareCommon in similar industries, supporting project execution

The Program Manager focuses on managing multiple related projects to achieve strategic goals, while the Project Coordinator supports individual projects with administrative and logistical tasks. Both roles require coordination skills, but the Program Manager has a broader, strategic scope.

How much do program managers make?

Program managers typically earn a median annual salary of around $115,000, with salaries ranging from approximately $80,000 to over $150,000 depending on experience, industry, and location. In larger organizations or tech industries, salaries can be higher, especially for those with certifications like PMP or experience managing complex projects.

What are the top 3 skills of a program manager?

A program manager needs strong leadership and communication skills to coordinate multiple projects and teams effectively. Organizational and strategic planning abilities are essential for managing complex initiatives and aligning them with business goals. Additionally, proficiency in project management tools and methodologies, such as Agile or PMP, supports successful program execution.
More about Program Manager jobs

What job categories do people searching Program Manager jobs in Branch Dale, PA look for?

The top searched job categories for Program Manager jobs in Branch Dale, PA are:

What cities near Branch Dale, PA are hiring for Program Manager jobs?

Cities near Branch Dale, PA with the most Program Manager job openings:

Program Manager jobs near you
Infographic showing various Program Manager job openings in Branch Dale, PA as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, and 3% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $96,050 per year, or $46.2 per hour.

Staffing Coordinator

ICON Consultants, LP

Bernville, PA • On-site

$17.50 - $22.50/hr

Other

Posted 17 days ago

Key responsibilities

  • Support and lead day-to-day operations of the client's direct sourcing program, including building and maintaining talent pipelines.

  • Source, screen, and coordinate communication with qualified candidates through various channels, ensuring a positive candidate experience.

  • Manage onboarding processes for contingent workers and payrolled associates, including pre-employment requirements and orientation.

Job description

Job Type: Onsite Staffing Program Manager (Light Industrial)

Client: Large Logistics Company

Location: Bernville, PA

Onsite Flexibility: 90-100% onsite

Travel Requirements: Travel might be required to various hiring events in the area

Position Summary

The Onsite Staffing Program Manager serves as the primary on-site representative for the staffing partner and is responsible for the successful management of the client's contingent workforce program, including all payrolled associates and direct sourcing initiatives. This role acts as a strategic partner to both the client and talent community, ensuring exceptional service delivery, workforce engagement, operational excellence, and talent acquisition outcomes.

The Onsite Staffing Program Manager is responsible for building and maintaining strong client relationships, managing talent pipelines, supporting candidate sourcing, screening activities, workforce onboarding and engagement, driving retention initiatives, and ensuring the overall success of the direct sourcing program. This individual serves as a trusted advisor to hiring managers, contingent workers, and internal leadership while continuously identifying opportunities to improve workforce quality, productivity, and employee experience.

Key Responsibilities

Client Relationship Management

  • Serve as the primary point of contact for client stakeholders, hiring managers, HR partners, and workforce leaders.
  • Develop and maintain strong working relationships across all levels of the client organization.
  • Conduct regular business reviews and workforce planning discussions with client leadership.
  • Consult with hiring managers regarding talent market trends, hiring strategies, workforce planning, and talent availability.
  • Identify opportunities to enhance service delivery, workforce quality, and program effectiveness.
  • Ensure compliance with client policies, workforce procedures, and staffing program requirements.
  • Escalate and resolve workforce-related concerns in a timely and professional manner.

Direct Sourcing Program Management

  • Support and lead day-to-day operations of the client's direct sourcing program.
  • Build and maintain talent communities consisting of pre-qualified candidates for current and future workforce needs.
  • Develop proactive sourcing strategies in partnership with technology partner and Curator colleagues to create sustainable talent pipelines.
  • Leverage VMS, ATS, and other direct sourcing technologies to engage passive and active talent.
  • Execute targeted talent campaigns and nurture candidate relationships through ongoing communication.
  • Monitor and improve direct sourcing program metrics, including candidate engagement, conversion rates, quality of hire, and fill rates.
  • Partner with recruitment teams to align sourcing strategies with anticipated workforce demand.
  • Drive adoption and utilization of direct sourcing channels among hiring managers and stakeholders.

Candidate Sourcing & Recruitment

  • Source, identify, and attract qualified candidates through multiple channels including direct sourcing technology, social media, professional networks, referrals, databases, and talent communities.
  • Conduct candidate screening interviews to assess qualifications, skills, experience, and cultural fit.
  • Evaluate candidate competencies and provide recommendations to hiring managers.
  • Manage candidate pipelines and maintain accurate records within recruitment systems.
  • Coordinate interviews and facilitate communication between candidates and hiring teams.
  • Ensure a positive candidate experience throughout the recruitment process.
  • Maintain ongoing engagement with qualified candidates for future opportunities.

Talent Consultant Community Development

  • Build and cultivate a robust talent consultant community aligned with the client's recurring hiring needs.
  • Develop employee engagement strategies to maintain candidate interest and availability.
  • Create and execute talent marketing campaigns, newsletters, and community outreach initiatives.
  • Utilize workforce data and hiring trends to identify future talent needs and sourcing opportunities.
  • Foster long-term relationships with skilled professionals to support workforce scalability.

Associate Onboarding & Workforce Management

  • Manage, support and partner on onboarding processes for all contingent workers and payrolled associates.
  • Coordinate pre-employment requirements, orientation, documentation, and system access.
  • Ensure all associates receive a positive onboarding experience and understand client expectations.
  • Serve as the primary resource for workforce questions, concerns, and support needs.
  • Facilitate communication between associates, client stakeholders, and staffing leadership.
  • Conduct regular workforce check-ins to assess engagement, satisfaction, and performance.

Employee Relations & Engagement

  • Foster a positive work environment for all contingent workers and payrolled associates.
  • Address employee relations matters professionally and confidentially.
  • Investigate and resolve workplace concerns, conflicts, attendance issues, and performance-related matters.
  • Partner with HR and client leadership on workforce-related issues when necessary.
  • Develop and implement employee engagement programs designed to improve retention and workforce satisfaction.
  • Conduct stay interviews and gather workforce feedback to identify opportunities for improvement.
  • Promote workforce recognition initiatives and employee appreciation programs.

Retention & Turnover Management

  • Monitor workforce retention metrics and identify trends impacting turnover.
  • Develop proactive retention strategies to improve workforce stability.
  • Conduct exit interviews and analyze turnover data to identify root causes.
  • Partner with client leadership to implement corrective actions that improve workforce retention.
  • Create engagement plans for high-risk populations and critical talent segments.
  • Measure and report on retention initiatives and workforce outcomes.

Compliance & Risk Management

  • Ensure compliance with employment laws, client requirements, and staffing policies.
  • Maintain accurate employee records and documentation.
  • Support audits and workforce compliance initiatives.
  • Monitor contingent workforce eligibility, onboarding requirements, and employment status.
  • Ensure adherence to safety protocols and workplace standards.

Qualifications Required

  • Bachelor's degree in Human Resources, Business Administration, Management, or related field, or equivalent work experience.
  • 3+ years of experience in staffing, recruitment, workforce management, MSP, RPO, direct sourcing, or talent acquisition.
  • Experience supporting contingent workforce programs or onsite staffing operations.
  • Demonstrated experience in candidate sourcing, recruitment, and talent pipeline development.
  • Strong client relationship management and stakeholder engagement skills.
  • Experience managing employee relations and workforce engagement initiatives.
  • Strong problem-solving, organizational, and communication skills.
  • Proficiency with Applicant Tracking Systems (ATS), CRM platforms, and workforce management technologies.

Preferred

  • Experience supporting direct sourcing programs.
  • Experience with VMS platforms and contingent workforce management.
  • Knowledge of workforce analytics and reporting.
  • Familiarity with AI-enabled sourcing and talent intelligence tools.
  • Experience managing high-volume hiring environments.

Key Competencies

  • Relationship Building
  • Strategic Workforce Planning
  • Talent Acquisition
  • Direct Sourcing Expertise
  • Employee Relations
  • Talent Community Development
  • Client Management
  • Workforce Analytics
  • Stakeholder Influence
  • Problem Solving
  • Communication & Presentation Skills
  • Process Improvement
  • Organizational Effectiveness
  • Candidate Experience Management
  • Retention Strategy Development

Success Metrics

The successful Onsite Staffing Program Manager will be measured on:

  • Client satisfaction and partnership effectiveness
  • Direct sourcing adoption and utilization
  • Fill rate and time-to-fill performance
  • Candidate quality and hiring manager satisfaction
  • Associate retention and engagement
  • Reduction in workforce turnover
  • Talent community growth and engagement
  • Compliance and operational excellence
  • Program expansion and continuous improvement initiatives


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