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  Serve as the primary administrator of the People Team's project management platform (Airtable), ensuring all projects, timeline...