Global Programs Architect

## About us At Viasat, the work you do helps people stay connected in ways that matter, from everyday moments to critical missions across air, land, sea, and space. We’re a place for people who are curious, bold, and motivated by meaningful work. Here, you'll have the opportunity to make an impact, explore new possibilities, and grow your career in ways that align with your interests and goals.

When you're ready to take on something new, you'll find leaders who support your development and help you turn your ambition into action. ## What you'll do The Global Programs Architect is an individual contributor responsible for designing, building, and continuously improving the employee programs that exist outside the core lifecycle - the moments that matter most to employees and managers but don't fit neatly into onboarding, offboarding, or a standard HR transaction.

Reporting to the People Experience Leader within People Operations, this role owns a portfolio of global programs and experiences that span reorganization support, performance management design, employee relations strategy, and other people-centered initiatives - including cross-functional programs tied to the organization's annual OKRs.

Where the Lifecycle Architect function owns the structured, process-driven moments that every employee passes through, the Global Programs Architect owns the connective tissue between them - the programs, campaigns, and experiences that sustain engagement, build culture, and reinforce the employee value proposition throughout the employment journey.

The scope extends equally to strategically significant, cross-cutting initiatives: designing how the organization supports and communicates reorganizations, building the frameworks and experience architecture behind performance management, shaping employee relations strategy and tooling, and leading or co-leading global programs tied to the People team's OKRs in any given fiscal year. This is not a coordinator role.

It requires someone who can think at the program architecture level: designing for scale, building for consistency, and making deliberate choices about where human touch is essential and where self-service or AI can deliver an equally - or more - effective experience.

A defining responsibility of this role is ensuring that all programs are delivered in a way that is globally consistent yet locally relevant, compliantly designed, and fully integrated into the service delivery model so that Tier 1 and Tier 2 teams can execute against them without reinventing the wheel in every market . ## Design, build, and evolve global people programs across key domains - Performance management - Reorganizations and organizational effectiveness - Employee relations frameworks and practices - PB&C policies and governance - Establish a “global-first” philosophy, ensuring consistency, scalability, and clarity while enabling targeted localization when legally or culturally required . - Shape and t ranslate business strategy and People priorities into structured, actionable program roadmaps. ## Program Delivery & Execution - Accountable for e nd-to-end program delivery, from concept to deployment, ensuring high adoption and impact. - Partner with regional People Solutions teams to operationalize and execute programs effectively in local markets. - Collaborate with PB&C Service Delivery and shared services teams to ensure seamless delivery, employee support, and issue resolution. - Develop clear playbooks, workflows, and documentation to enable consistent execution at scale. ## Reorganizations & Organizational Effectiveness - Lead enterprise level operational and standardize d approach to organizational design and restructuring initiatives, including workforce planning , partnering with senior business partners and business leaders to define strategic outcomes, drive execution and manage risk at scale . - Partner with PB&C Business Partners and business leaders to guide reorg strategy, implementation, and communication. - Ensure alignment with global frameworks while addressing regional compliance and risk considerations. ## Employee Relations & Policy Governance - Define global employee relations philosophies, frameworks, and escalation models. - Partner with regional ER teams to ensure consistent case management approaches and equitable outcomes. - Design and maintain strategic oversight and governance of global HR policies, ensuring clarity, accessibility, and compliance, with localized adaptations where required , partnering with and delegating implementation with People Solutions function for full enablement . ## Leverage AI tools, automation, and digital platforms to - Streamline program delivery - Enhance employee and manager self-service - Improve decision-making through data and insights - Identify opportunities to reduce manual work, eliminate friction, and increase speed and accuracy in program execution. - Continuously assess program effectiveness and drive iterative improvements using data, feedback, and insights. ## Cross-Functional Partnership & Influence Act as a strategic partner to senior leadership, influencing and aligning stakeholders across a complex global matrix, including : - People Experience leadership - PB&C Business Partners - Regional People Solutions teams - Employee Relations and Legal - PB&C Service Delivery - Build strong stakeholder relationships to drive alignment, adoption, and accountability across a complex global matrix. ## Change Management & Communications - Lead change management strategies for global program rollouts. - Develop clear, compelling, and consistent communications for employees, managers, and PB&C stakeholders. - Ensure stakeholders are equipped with the tools, training, and messaging needed for successful adoption. ## Experience and Education - Bachelor’s degree in Human Resources, Business Administration, Organization Development, or a related field (Master’s or MBA preferred). - 8–12+ years of progressive experience in HR Operations, Business Partnering, People Strategy, or Global Program Leadership roles. - Proven track record of leading end ‑ to ‑ end, enterprise ‑ level strategic initiatives in a global remit, delivering measurable business impact. - Demonstrated experience operating across multiple regions in a complex, matrixed organization, with senior stakeholder accountability. - Experience in high ‑ growth, fast ‑ paced environments with significant organizational change. ## Technical & Methodological Skills - Agile Expertise: Certification or deep practical experience in Agile/Scrum methodologies (e.g., Certified ScrumMaster, PMI-ACP) applied to non-technical environments. - Process Mapping: Experience with process mapping tools (e.g., Miro, Visio) and Design Thinking frameworks. - HR Systems: Solid working experience with modern HRIS platforms (e.g., Workday), HR Case Management/Service Delivery tools (e.g., ServiceNow), AI tools, and Knowledge Management platforms. - Analytics: Ability to identify and source data needs and convert data analy tics into meaningful insights connecting qualitative and quantitative data. ## Core Competencies - Big-Picture Thinking with an Eye for Detail: Equally comfortable setting program strategy and reviewing the copy on a manager nudge email - understands that in experience design, the details are the strategy. - Global Mindset: Designs for diversity and inclusion from the start, anticipating how programs will land across cultures, geographies, and workforce segments rather than defaulting to a single-market perspective. - Bias Toward Simplicity: Instinctively asks whether a program needs to be more complex - and usually finds a cleaner, more scalable alternative that delivers the same or better employee outcome with less operational overhead . ## Success Measures - Adoption and effectiveness of global programs across regions - Reduction in program complexity and operational friction - Consis