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2 Cru Program Manager Jobs Hiring Near You

Cru

Benefits Administration Team Leader

Orlando, FL · On-site

$75K/yr

Human Capital Management system (HCM), Google, and Cru internal systems. * Methods, procedures, and ... Identify future program changes based on market trends. Why Join Us? * Find your purpose: Join a ...

Cru

Benefits Administration Team Leader

Orlando, FL · Hybrid

$75K/yr

Human Capital Management system (HCM), Google, and Cru internal systems. * Methods, procedures, and ... Identify future program changes based on market trends. Why Join Us? * Find your purpose: Join a ...

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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 are program managers?

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 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.

What other companies are hiring for Program Manager jobs?
What are the most popular jobs at Cru?
What are the most popular categories at Cru?
Infographic showing various Program Manager job openings at Cru in the United States as of May 2026, with employment types broken down into 87% Full Time, 10% Part Time, and 3% Temporary. Highlights an 83% Physical, 10% Hybrid, and 7% Remote job distribution.
Benefits Administration Team Leader

Benefits Administration Team Leader

Cru

Orlando, FL • On-site

$75K/yr

Full-time

Medical, Dental, Life, Retirement, PTO

Posted 17 days ago

Job description

Pay: $75K minimum
Full Time
Location: Hybrid, Orlando, FL based.
The Kind of Work You'll be Doing:
  • Every administrative touchpoint-whether it's onboarding, benefits, job changes, or transitions-directly shapes how staff experience the culture, mission, and care of Cru. The Benefits Administration Team Leader is responsible for streamlining services, anticipating needs, and ensuring a consistent experience to simplify and improve the lives of staff members. This role oversees the administration of benefits and awards programs to support a culture of well-being and genuine recognition, empowering staff to fully dedicate their energy and focus to the Great Commission.
  • This role gives leadership to the Benefits Administration team, driving improvements and standardizing processes to ensure a consistent and cohesive service experience for staff that recognizes their contributions to the mission of Cru. This includes overseeing programs and ensuring that services are delivered with excellence.

For this role:
  • Set the direction, priorities, and operational plans of the Benefits Administration team to ensure team members have clear and achievable goals. This includes providing consistent coaching and development to foster a healthy and productive team environment.
  • Partner with the HR Services Director to establish the criteria for delivering Tier 2 Benefits Administration, including Service Level Agreements (SLA) and Key Performance Indicators (KPI). This includes monitoring performance against these criteria.
  • Provide leadership for the comprehensive administration of benefits and awards programs, including overseeing daily operations, while ensuring full compliance with Cru policies and legal regulations.
  • Oversee service quality, staff satisfaction, and operational efficiency to drive continuous improvement in the services delivered by Cru's benefits and awards resources.
  • Collaborate with the HR Technology team to enhance and maintain technology platforms for HR services. This includes updating the Human Capital Management (HCM) system and managing the Knowledge Base content library for Tier 2 Benefits Administration services.
  • Collaborate with the Talent Management Communities of Practice (CoP) to analyze the total benefits and awards strategy to effectively help ensure staff needs are met.
  • Serve as a key liaison between the ministry, third-party administrators, vendors, and legal counsel, monitoring service quality and making recommendations for improvements.
  • Monitor budgets for all benefit funds, the annual awards budget, and retirement trusts, reporting results to leadership regularly and providing input on future planning.
  • Leverage data and industry trends and staff engagement results to evaluate current processes and recommend necessary plan changes.

Supervisory Responsibilities
  • Provide leadership to employees who perform Benefits Administration functions. Coordinate the following leadership responsibilities in accordance with the organization's policies and applicable laws: interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

Knowledge of
  • Principles and practices of administration, leadership, supervision, providing work direction, and budget preparation.
  • Cru organizational operations, policies, and objectives, including but not limited to HR policies and procedures.
  • Cru's Leadership Framework, Growth Model, and biblical position, posture, and practices of Oneness in Diversity.
  • Conflict resolution techniques.
  • Appropriate functional areas (e.g. total rewards, benefits, and healthcare administration), especially relating to HR labor laws, regulations, and compliance requirements.
  • Current office practices, procedures, and equipment.
  • Interpersonal skills like tact, patience, and courtesy.
  • Human Capital Management system (HCM), Google, and Cru internal systems.
  • Methods, procedures, and terminology used in benefits, awards, and healthcare reimbursement administration.
  • Basic benefits, awards, and healthcare reimbursement practices and procedures for both domestic and international staff.
  • Preparation, maintenance, verification, processing, and storage of benefits and awards records.
  • Rules, laws, and regulations related to benefits, awards, and healthcare reimbursements.
  • Customer service and telephone techniques and etiquette.
  • Cru's financial, HR, benefits and awards guidelines and policies.

Skills & Abilities To
  • Train, provide work direction, supervise, and evaluate personnel.
  • Assign and review the work of others.
  • Create and communicate vision, goals, and ideas visually, verbally, and in writing.
  • Analyze situations and issues accurately and adopt an effective and timely course of action.
  • Make data-driven decisions.
  • Maintain current knowledge of Cru organizational rules, regulations, requirements, and restrictions.
  • Able to navigate organizational complexities while managing LDHR initiatives.
  • Use qualitative and quantitative insights to guide recommendations and measure effectiveness.
  • Interpret, explain, and apply U.S. employment-related laws, procedures, and regulations.
  • Implement and optimize Human Capital Management (HCM) integrations.
  • Correctly use English grammar, spelling, punctuation, and vocabulary.
  • Communicate effectively and professionally, both orally and in writing.
  • Work confidentially, efficiently, within deadlines, and with discretion (protecting employee data.)
  • Prioritize, plan, organize, and schedule personal work.
  • Establish and maintain cooperative working relationships with others.
  • Collaborate with other organizational roles and across functions to deliver a seamless staff experience.
  • Grow in intercultural development and foster belonging in the workplace.
  • Use a personal computer with basic software and other normal office equipment.
  • Perform corrective benefits and awards actions when necessary.
  • Maintain records and prepare reports.
  • Identify future program changes based on market trends.

Why Join Us?
  • Find your purpose: Join a Global Movement Impacting the World for Jesus.
  • Comprehensive Compensation & Benefits Package for full-time employees.
  • Retirement Savings: 403B plan with matching contributions for qualifying salaried roles and lump sum contributions for hourly roles, helping you plan for your future.
  • Paid Time Off & Holiday Pay to support your work-life balance.
  • Paid parental leave: 2 months for mothers and fathers
  • Health Coverage: 98% paid Medical and Dental Insurance for employees, 50% paid for dependents.
  • Life Insurance: Basic life insurance provided, plus the option to purchase Voluntary Term Life Insurance (VTL) for self and dependents.
  • Spiritual Growth and Development Opportunities: Quarterly paid half-day with the Lord, team spiritual development.
  • Meaningful Work: Make a lasting impact on the lives of those you serve, while working with a supportive and collaborative team.

And additional perks!

Apply