Sr. Program Manager, People Operations

We need to output HTML fragment with sections: About the role (maybe heading "About the role"), Responsibilities (maybe "What you'll own" or "Responsibilities"), Requirements (maybe "What we're looking for"), Benefits? Not present. Pay? Not present. Schedule? Not present. Skills? Not present. Qualifications? Could be part of requirements. We'll follow instructions: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Include a section only when posting has real, specific content. So we need sections: About the role (we have "ABOUT THE ROLE" heading). Responsibilities: we have "WHAT YOU'LL OWN" which includes responsibilities. Could map to Responsibilities. Requirements: "WHAT WE'RE LOOKING FOR". Also maybe "NICE TO HAVE" could be part of Qualifications? But we can include as part of Requirements or separate Qualifications? The instruction: prefer few substantive sections over many thin ones. So we could have About the role, Responsibilities, Requirements. Possibly also Qualifications (but that overlaps). We'll include About the role, Responsibilities, Requirements. Use

• for any list of duties/requirements/benefits. So we need to turn bullet points into lists. We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate: company overview? 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." Also "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." The company overview at start is maybe considered boilerplate? It's substantive about company but not part of role? Might be considered overview; but we can keep as a short paragraph? The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. The company overview is substantive about Blink Health. Should we keep it? It's not a section heading; we could put it in a

  before sections. It's not boilerplate. It's okay. We also have "This is an onsite position. Blink Health has offices in New York City (Flatiron District), St. Louis (Chesterfield), Pittsburgh (Robinson Twp.) and Seattle (Kirkland)." That's location info; we can keep as a short paragraph. We have "Why Join Us:" section with substantive content; we could make a Benefits? Actually it's about why join us, not benefits. Could be a section "Why Join Us". But not in the list of allowed headings; but we could still include as a section? The instruction says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but says "Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect only those headings. But we could treat "Why Join Us" as Benefits? Not exactly. Could be omitted? It's substantive; we should preserve. Maybe we can include as a

  under a generic section? But we need to follow instruction: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So we could create a section "Why Join Us" with

  Why Join Us

  and content. The instruction didn't forbid other headings; just gave examples. So it's okay. We also have equal opportunity employer statement at end; that's boilerplate EEO; remove. Also "Applicants who provide their phone number..." that's application instruction; remove. Thus final HTML: start with a

  company overview, then location paragraph, then

  About the role

  with paragraph(s) from that section, then

  Responsibilities

  with
  • items from WHAT YOU'LL OWN (break into items), then

    Requirements

    with
    • from WHAT WE'RE LOOKING FOR (including nice to have maybe as separate list?), then

      Why Join Us

      with paragraph(s). Ensure no duplicate lines. We need to preserve all specifics: e.g., "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)" etc. Let's extract. Company Overview paragraph: "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!" Location paragraph: "This is an onsite position. Blink Health has offices in New York City (Flatiron District), St. Louis (Chesterfield), Pittsburgh (Robinson Twp.) and Seattle (Kirkland)." About the role paragraph(s): The text under 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." We can keep as one or two paragraphs. Responsibilities (WHAT YOU'LL OWN): It has subheadings: Leave of Absence Program, Accommodations (ADA / PWFA), People Ops Infrastructure & Flex Support. Each with bullet-like sentences. We'll convert each sentence into
    • . Need to preserve details. Leave of Absence Program bullet points: - 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 Requirements (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 (could be included as part of Requirements or separate Qualifications). We could add a subsection "Nice to have" under Requirements as a
      with heading? But instruction: prefer few substantive sections over many thin ones. Could incorporate nice-to-have as part of Requirements list but maybe separate

      ? Not allowed. Could just add as additional bullet points under Requirements with label "Nice to have:" inside the bullet? Might be okay. But we should preserve that info. Let's add as a separate

      Qualifications? Actually Qualifications could contain both required and nice-to-have. But we already have Requirements. Could rename section to "Qualifications" and include both required and nice-to-have. But we need to follow instruction: Use

      for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we could have Qualifications section instead of Requirements. But we already used Requirements heading. Which is better? The posting has "WHAT WE'RE LOOKING FOR" which is requirements. Nice to have is additional. Could combine into Qualifications. Let's do:

      Qualifications

      with two sublists: Required and Nice to have. But we cannot add extra headings inside? Could use

      for subheading? Might be okay. Simpler: keep Requirements heading and include nice-to-have as separate bullet points preceded by a note. But that may be mixing. Given instruction to prefer few substantive sections, we can have About the role, Responsibilities, Qualifications (including required and nice-to-have), Why Join Us. That's four sections. Let's do Qualifications with required list and then a paragraph "Nice to have:" then list. We'll need to ensure we don't repeat content. Now Why Join Us 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,