What you'll do

• Own end-to-end delivery of POP for every cohort: scheduling, facilitator coordination, run-of-show management, logistics, and post-session measurement
• Keep EMEA and NAMER cohorts running in parallel, managing the shared global anchor sessions (Founder Q&A, Closing Circle) and each region's distinct constraints (e.g.: EMEA's sequential regional benefits tracks; NAMER's 8am PST floor)
• Coordinate in-person exceptions — e.g: R&D/Product new hires and any Paris-local hires attending in Paris — including stakeholder alignment with R&D leadership
• Manage the facilitator roster and vendor relationships (e.g., regional benefits facilitators, LetterAI, swag/Sendoso vendor) and resolve open content items with their owners
• Maintain and evolve the multi-day curriculum while supporting facilitator guides, timing constraints, and content pillars (“Why Anything?”, “Why Pigment?”, “Why Pigment Now?”) across in-person, hybrid, virtual, and asynchronous formats
• Own measurement: satisfaction and engagement tracking, social media post growth, and the capstone AI competency assessment; turn results into a continuous improvement loop
• Orchestrate monthly local hub socials (Austin, NYC, Toronto, San Francisco, London) that extend the onboarding experience for remote hires
• Build clean, durable operating documentation so POP can run consistently without depending on any one person's institutional knowledge, and close the current gaps in post-onboarding handoff to managers
• Partner with the People team, GTM leadership, and cross-functional stakeholders (R&D, Legal, Product Marketing, Finance and Professional Services) to keep content current and the program aligned to business priorities

Who you'll work with

You'll report into GTM Enablement leadership and work closely with:

• The People team during program transition
• Regional facilitators for benefits and culture sessions (e.g., UK, France, DACH tracks)
• Thought leadership from across the company
• R&D/Product stakeholders in Paris for Day 1 in-person sessions
• People team and HRBPs, for probation and manager-accountability touchpoints
• Vendors supporting swag and new hire experience logistics

Who you are

• 5+ years in Enablement, People/L&D, program management, or an adjacent operational role, with a track record of owning a recurring program end-to-end
• A strong program operator who thrives on detail: someone who tracks scheduling dependencies, facilitator counts, and time-zone constraints proactively rather than reactively
• Comfortable running two parallel workstreams (EMEA/NAMER) all simultaneously incorporating regional nuance into each geo-specific delivery
• A clear, concise verbal and written communicator across audiences — executive updates, facilitator coordination, and warm, participant-facing communications
• Data-informed: comfortable turning feedback and assessment data into concrete program changes
• Experienced with (or quick to learn) tools such as Google Docs/Drive, Excel, LMSs, HRIS (e.g.: HiBob) and feedback platforms (e.g.: Padlet)
• Genuinely energized by new hire experience and culture-building, not just logistics

Nice to have

• Experience running onboarding, enablement, or training programs across multiple regions/time zones
• Familiarity with vendor management for swag/gifting platforms (e.g.: Sendoso)
• Background in GTM Enablement, L&D, or People Operations at a high-growth SaaS company
• Proven track record of optimizing efficiencies with AI tools

What success looks like

In your first 6–12 months, you will:

• Take full, confident ownership of POP operations from the redesign team with no drop in quality
• Run EMEA and NAMER cohorts in parallel smoothly, cohort after cohort, with tightening timing and fewer open items
• Close out inherited open items (e.g., outstanding content placeholders, vendor decisions) and put durable owners and documentation in place
• Show measurable improvement in satisfaction, engagement, and capstone AI competency assessment results
• Strengthen the post-onboarding handoff to managers, improving manager accountability in the 30/45/90/120-day window

Why Pigment

Pigment is building with ambition. We move quickly, think in systems, and care deeply about quality. You'll join a team that values clarity, curiosity, high standards, and real impact — and you'll own one of the most visible, highest-leverage moments in every new hire's journey at Pigment.

We conduct background checks as part of our hiring process, in accordance with applicable laws and regulations in the countries where we operate. This may include verification of employment history, education, and, where legally permitted, criminal records. Any checks will be conducted lawfully prior to formal employment contracts being signed, with candidate consent, and information will be treated confidentially.

Pigment is an equal opportunity employer. We believe diversity is a strength and fosters innovation. We are committed to enabling everyone to feel included and valued at the workplace. All qualified applicants will receive consideration for employment without regard to age, color, family, gender identity, marital status, national origin, physical or mental disability, sex (including pregnancy), sexual orientation, social origin, or any other characteristic protected by applicable laws. We may process your personal data in accordance with our HR Data Protection Notice.