Project Manager, People Team

The Role

The Project Manager, People Team serves as the operational backbone for GTI's People function, driving structured execution of HR initiatives across Talent & Organizational Development (T&OD), Employee Relations (ER), People Operations, Payroll & HRIS, Benefits, Compensation, HR Business Partnering, Talent Acquisition (TA), M&A activities. This role ensures that People Team projects and initiatives are delivered on time, within scope, and with intentional change management — giving HR leadership and cross-functional partners clear visibility into priorities, progress, and risks.

Responsibilities

Project Planning & Execution

• Maintain a holistic view of the full People Team project portfolio, proactively identifying where projects overlap, create resource conflicts, or place competing demands on HR partners or field leaders.
• Own end-to-end project management for all People Team initiatives, ensuring projects are tied to established OKRs across Talent & Organization Development, Employee Relations, People Operations, Payroll, Benefits, Compensation, HR, and Talent Acquisition.
• Directly lead project management efforts for all Retail & Production projects. Build and maintain detailed project plans including scope, milestones, timelines, owners, dependencies, and success metrics for all.
• Support COE teams with project kickoffs, working sessions, and status reviews to keep initiatives on track, as needed.
• Control project phasing to ensure logical sequencing of work, prevent scope creep, and protect team bandwidth.
• Maintain rolling 12-month and calendar year views of People Team project plans and flag bandwidth issues to People leadership with recommended mitigation strategies (re-phasing, reprioritization, resource reallocation).

Stakeholder Communication & Visibility

• Partner with People Team leads and Centers of Excellence to translate OKRs into project roadmaps with clear accountability.
• Develop and distribute regular project status updates to HR leadership, summarizing progress, decisions needed, and upcoming milestones.
• Serve as a central point of contact for project-related questions from HR partners and field/business leaders
• Change Management & Communications
• Ensure every People Team project includes a defined change management plan — identify impacted audiences, key messages, timing, and adoption risks.
• Develop and support communication plans for projects affecting field leaders, managers, and employees, in partnership with HR Business Partners and Internal Communications.
• Proactively identify and escalate change management risks that could affect project adoption or employee experience.

PM Tools & Reporting

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