Program Manager, Career Frameworks

Block is one company built from many blocks, all united by the same purpose of economic empowerment. The blocks that form our foundational teams — People, Finance, Counsel, Hardware, Information Security, Platform Infrastructure Engineering, and more — provide support and guidance at the corporate level. They work across business groups and around the globe, spanning time zones and disciplines to develop inclusive People policies, forecast finances, give legal counsel, safeguard systems, nurture new initiatives, and more. Every challenge creates possibilities, and we need different perspectives to see them all. Bring yours to Block.

The Role

As the Program Manager, Career Frameworks within our Talent Management team, you will be a key player in driving the design, implementation, and ongoing maintenance of our job architecture and career ladders framework. This includes defining job families, developing skills mapping, establishing career ladders, and ensuring alignment with organizational goals. You will collaborate with the Talent Management team, HR partners, business leaders, and external vendors to define role structures and create clear development pathways. If you are passionate about building something impactful from the ground up, navigating ambiguity, and solving complex talent challenges, this role is for you.

You Will

• Lead the job architecture program, managing the design and implementation of a robust framework for job families, roles, skills, and career progression paths, ensuring consistency across the organization.

• Collaborate with stakeholders to build and implement skills strategies that align with both the demand (what skills our roles require) and supply (the skills our employees have).

• Facilitate the job analysis process for specific job families (e.g., engineering, sales), working with the Compensation team and external vendors to identify key responsibilities, skills, and skill proficiency levels for each role.

• Serve as the primary point of contact for business leaders, HRBPs, and teams such as Compensation and Talent Acquisition, ensuring alignment and clear communication on job architecture initiatives.

• Manage program governance by creating guidelines and steps to keep the job architecture, ladders, mapping and role expectations organized after initial launch.

• Own project management and change management for job architecture initiatives, ensuring successful delivery of goals while upskilling teams on job architecture best practices.

• Collaborate with team members to connect the job architecture to existing talent management tools and processes.

• Balance multiple projects simultaneously, being agile and flexible as you help refine our approach and processes, especially as we scale and grow.

• Help increase internal mobility by aligning employees' existing skills with the requirements of roles they are interested in, making career progression clearer and more attainable.

You Have

• 7+ years in HR, talent management, organizational design, or related fields, ideally with experience in building or refining job architecture and competency frameworks.

• Proven experience working with cross-functional teams (e.g., HRBPs, People Analytics, Compensation) and external vendors to design and implement complex job architecture solutions.

• Strong project management experience with the ability to manage multiple priorities, timelines, and stakeholders in a fast-paced, evolving environment.

• In-depth understanding of job architecture principles, skills mapping, competency modeling, career ladders, and role design.

• Strong analytical skills to assess and improve job structures based on data and business needs.

• Consultative communication skills while working with internal and external stakeholders.

• Ability to manage ambiguity and thrive in an environment that requires flexibility and innovation.

• Experience with HRIS systems (e.g., Workday) and familiarity with talent management platforms is a plus.

• A data-driven approach to decision-making that leads to increased operational efficiency and effectiveness.

• A positive and team-oriented approach to your work.

We’re working to build a more inclusive economy where our customers have equal access to opportunity, and we strive to live by these same values in building our workplace. Block is an equal opportunity employer evaluating all employees and job applicants without regard to identity or any legally protected class. We also consider qualified applicants with criminal histories for employment on our team, and always assess candidates on an individualized basis.

We believe in being fair, and are committed to an inclusive interview experience, including providing reasonable accommodations to disabled applicants throughout the recruitment process. We encourage applicants to share any needed accommodations with their recruiter, who will treat these requests as confidentially as possible. Want to learn more about what we’re doing to build a workplace that is fair and square? Check out our I+D page.

Block will consider qualified applicants with arrest or conviction records for employment in accordance with state and local laws and “fair chance” ordinances.