Senior Program Manager, People Operations
BlinkRx · St Louis, MO · 3 wk ago
On-siteHuman ResourcesFull-time
We need to output HTML fragment with sections: About the role, Responsibilities (maybe "WHAT YOU'LL OWN"), Requirements (WHAT WE'RE LOOKING FOR), maybe Benefits? There's a "Why Join Us" section but that's more like benefits/ culture; but we should only include sections if posting has real specific content. "Why Join Us" includes description is present, but it's more about company impact, not explicit benefits like health insurance, PTO, etc. The instruction: include a section ONLY when posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. So we should not create Benefits, Pay, Schedule unless explicitly stated. The posting does not mention pay, schedule, benefits specifics. So we omit those sections.
We need headings: About the role, Responsibilities, Requirements, Qualifications?, Skills? The posting has sections: ABOUT THE ROLE, WHAT YOU'LL OWN (that's responsibilities), WHAT WE'RE LOOKING FOR (requirements/qualifications), NICE TO HAVE (nice-to-have). Also Company Overview at top (but we should not repeat job title as heading; we can include Company Overview as maybe a paragraph? 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 for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we will use
or drop it. It doesn't forbid having a Company Overview paragraph. We can include it as a
before sections. We need to use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we will use About the role
, Responsibilities
, Requirements
, maybe Qualifications
but we can combine Requirements and Qualifications? The instruction: prefer a few substantive sections over many thin ones. So we could have About the role, Responsibilities, Requirements (including qualifications and nice-to-have). But we also have Nice to Have separate; we could include as a subsection under Requirements? But we need to use - for any list of duties/requirements/benefits. So we can list responsibilities as
- ... etc. For requirements we can list bullet points.
We must preserve ALL substantive information; do NOT invent or summarize away detail. So we need to include all details from the posting.
Let's extract content.
Company Overview paragraph: "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! This is an onsite position. Blink Health has offices in New York City (Flatiron District), St. Louis (Chesterfield), Pittsburgh (Robinson Twp.) and Seattle (Kirkland)."
We need to keep that as prose (
). Possibly we can break into multiple paragraphs but one is fine.
Then About the role heading: The text after "ABOUT THE ROLE" is: "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."
We'll put that as
under
About the role
.
Then Responsibilities: The "WHAT YOU'LL OWN" section includes sub-sections: Leave of Absence Program, Accommodations (ADA / PWFA), People Ops Infrastructure & Flex Support. Each with bullet-like paragraphs. We need to convert each duty into - . We'll need to preserve all details.
Let's extract each bullet:
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
We'll put these as
- items.
Then Requirements: "WHAT WE'RE LOOKING FOR" includes bullet points:
- 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
Then "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
We could include Nice to Have as part of Requirements or separate section? The instruction: Prefer a few substantive sections over many thin ones. Could combine Requirements and Nice to Have into one Requirements section with subheadings? But we only allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could use Requirements for must-have, and Qualifications for nice-to-have? Or Skills for nice-to-have. But we need to preserve all info. Let's decide: Use
Requirements
for the must-have bullets, and Qualifications
for nice-to-have bullets. That seems appropriate.
Alternatively we could have Skills section for nice-to-have. But Qualifications is fine.
We must not create sections with filler. Both have real content.
Now we need to output only HTML fragment, no /, no markdown fences.
We'll produce:
Company Overview: ...
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.
Responsibilities
- 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
- 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
- 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
Requirements
- 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
- ... etc. For requirements we can list bullet points.
We must preserve ALL substantive information; do NOT invent or summarize away detail. So we need to include all details from the posting.
Let's extract content.
Company Overview paragraph: "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! This is an onsite position. Blink Health has offices in New York City (Flatiron District), St. Louis (Chesterfield), Pittsburgh (Robinson Twp.) and Seattle (Kirkland)."
We need to keep that as prose (
). Possibly we can break into multiple paragraphs but one is fine. Then About the role heading: The text after "ABOUT THE ROLE" is: "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." We'll put that as
under
About the role
. Then Responsibilities: The "WHAT YOU'LL OWN" section includes sub-sections: Leave of Absence Program, Accommodations (ADA / PWFA), People Ops Infrastructure & Flex Support. Each with bullet-like paragraphs. We need to convert each duty into - . We'll need to preserve all details.
Let's extract each bullet:
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
We'll put these as
- items.
Then Requirements: "WHAT WE'RE LOOKING FOR" includes bullet points:
- 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
Then "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
We could include Nice to Have as part of Requirements or separate section? The instruction: Prefer a few substantive sections over many thin ones. Could combine Requirements and Nice to Have into one Requirements section with subheadings? But we only allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could use Requirements for must-have, and Qualifications for nice-to-have? Or Skills for nice-to-have. But we need to preserve all info. Let's decide: Use
Requirements
for the must-have bullets, andQualifications
for nice-to-have bullets. That seems appropriate. Alternatively we could have Skills section for nice-to-have. But Qualifications is fine. We must not create sections with filler. Both have real content. Now we need to output only HTML fragment, no /, no markdown fences. We'll produce:Company Overview: ...
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.
Responsibilities
- 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
- 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
- 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
Requirements
- 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
- items.
Then Requirements: "WHAT WE'RE LOOKING FOR" includes bullet points:
- 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
Then "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
We could include Nice to Have as part of Requirements or separate section? The instruction: Prefer a few substantive sections over many thin ones. Could combine Requirements and Nice to Have into one Requirements section with subheadings? But we only allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could use Requirements for must-have, and Qualifications for nice-to-have? Or Skills for nice-to-have. But we need to preserve all info. Let's decide: Use