Senior Program Manager, People Operations
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can use those headings if content exists. We have About the role content. Responsibilities content. Requirements content. Possibly also "Qualifications" but we can treat Requirements as qualifications. We'll not create Skills separate unless we have specific skills list; we have some like Workday HCM, communication, discretion, etc. Could be a Skills section but we can incorporate into Requirements. Better to follow instruction: prefer a few substantive sections over many thin ones. So we can have About the role, Responsibilities, Requirements. That's three sections. We need to preserve all substantive information, not invent or summarize away detail. Must not repeat job title as heading. Must not put Job ID etc. Must remove boilerplate: EEO, equal opportunity, scam-warning, etc. Also remove "Why Join Us"? It's not boilerplate but it's a motivational section. Could be considered Benefits? But we don't have explicit benefits. The instruction says include a section ONLY when posting has real, specific content for it. "Why Join Us" is specific content about company impact, growth, etc. Could be considered "Benefits"? But they said Benefits section only if posting actually states them. There's no explicit benefits like health insurance, 401k, etc. So maybe we should not create a Benefits section. The "Why Join Us" could be considered part of "About the role"? Not exactly. But we could incorporate it into a "Why Join Us" section? Not in allowed headings list. The allowed headings list includes Benefits, Pay, Schedule. Not "Why Join Us". So we should not create a heading not in list. So we should either drop that content or incorporate into existing sections if relevant. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we cannot drop the "Why Join Us" content. We need to preserve it somewhere. Since we cannot create a heading not in list, we could embed it as a
under an existing section, maybe under About the role or as a separate
without heading? The instruction says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid having
without heading. So we can include a
with that content after the sections, or incorporate into About the role as a paragraph. That would preserve info. Thus output:
About the role
... (the ABOUT THE ROLE paragraph plus maybe the Company Overview? Actually Company Overview is separate at top; we should include that as part of About the role? The instruction: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." The Company Overview is not a heading; we can include it as a
before the About the role heading? Probably better to include it as part of About the role section, as it's descriptive of the company. So About the role section will contain company overview paragraph plus the ABOUT THE ROLE paragraph. Then Responsibilities:
Responsibilities
- ... each bullet from WHAT YOU'LL OWN sections (Leave of Absence Program, Accommodations, People Ops Infrastructure & Flex Support). We need to preserve all details; we can break into multiple
- items.
Then Requirements:
Requirements
- ... each bullet from WHAT WE'RE LOOKING FOR and NICE TO HAVE? The NICE TO HAVE is optional; we could include as separate bullet but maybe under Requirements as well. Since it's still part of what they're looking for, we can include.
We must not include Pay/Benefits/Schedule sections.
We must remove boilerplate: EEO statement, equal opportunity, scam-warning, etc. Also remove "Why Join Us" as separate heading; we will embed its content maybe as a
after Requirements or within About the role? The Why Join Us is about company impact; could be placed after Requirements as a
without heading. That preserves. Let's extract text. Company Overview: "Blink Health is the fastest growing healthcare technology company that builds products to make prescriptions accessible and affordable to everybody. Our two primary products – BlinkRx and Quick Save – remove traditional roadblocks within the current prescription supply chain, resulting in better access to critical medications and improved health outcomes for patients. BlinkRx is the world’s first pharma-to-patient cloud that offers a digital concierge service for patients who are prescribed branded medications. Patients benefit from transparent low prices, free home delivery, and world-class support on this first-of-its-kind centralized platform. With BlinkRx, never again will a patient show up at the pharmacy only to discover that they can’t afford their medication, their doctor needs to fill out a form for them, or the pharmacy doesn’t have the medication in stock. We are a highly collaborative team of builders and operators who invent new ways of working in an industry that historically has resisted innovation. Join us!" ABOUT THE ROLE: "Blink Health is looking for a Senior Program Manager, People Operations to own our Leave of Absence and Accommodations programs end-to-end, while bringing deep People Ops expertise across a broader set of operational workstreams. This is a senior individual contributor role for someone who thrives in building and running programs at scale — not just executing process, but designing the infrastructure behind it. You will serve as the subject matter expert on all things LOA and ADA at Blink, partnering closely with HRBPs, legal counsel, managers, and employees to ensure every case is handled with care, consistency, and compliance. Beyond LOA and ADA, you'll flex into other People Ops workstreams — payroll, compliance, systems, onboarding/offboarding — as business needs demand." WHAT YOU'LL OWN: includes several subsections. Leave of Absence Program: - Serve as the primary point of contact for all leave of absence requests across federal, state, and local leave laws (FMLA, CFRA, PDL, PFL, ADA, company leave policies, and beyond) - Work with our leave vendor, Sparrow to manage the full leave lifecycle — intake, eligibility determination, coordination with Sparrow (our leave platform), employee and manager communication, and return-to-work planning - Maintain and continuously improve leave administration processes, ensuring accuracy, timeliness, and a high-quality employee experience throughout - Monitor evolving state and federal leave legislation and update policies and procedures accordingly - Partner with Payroll to ensure accurate pay continuation, benefits deductions, and coordination during leave periods Accommodations (ADA / PWFA): - Own the end-to-end accommodations process in partnership with Disclo, our accommodations platform — from intake through resolution - Conduct interactive process discussions with employees and managers; assess reasonable accommodations in alignment with regulatory and best practice accommodation standards - Maintain thorough, confidential documentation for every accommodation case; partner with legal counsel as needed on complex situations - Train managers on their role in the accommodations process and build their confidence in navigating sensitive conversations People Ops Infrastructure & Flex Support: - Flex into broader People Ops workstreams — payroll, compliance, HRIS (Workday), onboarding/offboarding, and policy administration — as business needs require - Identify gaps in existing processes and build scalable solutions; translate recurring problems into documented frameworks and systems - Contribute to People Ops projects and initiatives across the team, bringing operational rigor and cross-functional coordination - Support audits, reporting, and compliance workstreams including data integrity in Workday WHAT WE'RE LOOKING FOR: - 7+ years of People Operations experience, with at least 3–4 years of dedicated ownership over LOA and/or accommodations programs - Deep working knowledge of federal and multi-state leave laws (FMLA, ADA, PWFA, CFRA, PDL, PFL, and equivalent state programs) - Experience managing a high volume of leave and accommodation cases with precision, empathy, and sound judgment - Strong Workday HCM experience — comfortable navigating absence management modules, reporting, and employee data - A builder's instinct: you don't just follow process, you question whether the process is right and improve it when it isn't - Excellent written and verbal communication skills; able to translate complex compliance requirements into plain language for employees and managers - High degree of discretion and comfort handling sensitive, confidential employee information - Ability to manage competing priorities across multiple workstreams without losing the details NICE TO HAVE: - Experience with Sparrow or another leave management platform - Experience with Disclo or a similar accommodations platform - Familiarity with payroll administration and how leave intersects with pay continuity - Experience in a high-growth technology or healthcare company Why Join Us: (the paragraph) "It is rare to have a company that both deeply impacts its customers and is able to provide its services across a massive population. At Blink, we have a huge impact on people when they are most vulnerable: at the intersection of their healthcare and finances. We are also the fastest growing healthcare company in the country and are driving that impact across millions of new patients every year. Our business model not only helps people, but drives economics that allow us to build a generational company. We are a relentlessly learning, constantly curious, and aggressively collaborative cross-functional team dedicated to inventing new ways to improve the lives of our customers. We are an equal opportunity employer and value diversity of all kinds. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Applicants who provide their phone number and consent to receive text messages may receive SMS or MMS updates from Blink Health regarding their application." We need to remove EEO/equal-opportunity boilerplate. The Why Join Us includes EEO statement; we should remove that line. Also remove the line about SMS/MMS updates? That's not boilerplate but maybe considered application instructions? It's about consent to receive text messages; could be considered application instruction. The instruction says remove application instructions. So we should remove that line as well. Also remove the EEO line. So the Why Join Us paragraph after removing those lines becomes: "It is rare to have a company that both deeply impacts its customers and is able to provide its services across a massive population. At Blink, we have a huge impact on people when they are most vulnerable: at the intersection of their healthcare and finances. We are also the fastest growing healthcare company in the country and are driving that impact across millions of new patients every year. Our business model not only helps people, but drives economics that allow us to build a generational company. We are a relentlessly learning, constantly curious, and aggressively collaborative cross-functional team dedicated to inventing new ways to improve the lives of our customers." We can keep that as a
after sections. Now construct HTML. We'll start with
- ... each bullet from WHAT WE'RE LOOKING FOR and NICE TO HAVE? The NICE TO HAVE is optional; we could include as separate bullet but maybe under Requirements as well. Since it's still part of what they're looking for, we can include.
We must not include Pay/Benefits/Schedule sections.
We must remove boilerplate: EEO statement, equal opportunity, scam-warning, etc. Also remove "Why Join Us" as separate heading; we will embed its content maybe as a