THE ROLE 

Peloton is looking for a Principal Job Architecture Program Manager to lead the development and implementation of Peloton’s job architecture and leveling framework.  As a member of the Global Talent Management Team, this person will partner with People Business Partners, Compensation, People Analytics, Organizational Development/Design, Talent Acquisition, Business Leaders and other cross-functional groups to design and establish Peloton’s job family structures, job title taxonomies, leveling criteria, and associated training + resources. This person will also support the requirements gathering and the implementation of a platform to provide a flexible and scalable way to manage the job architecture and help create career pathways across Peloton. 

The ideal candidate will have experience implementing and embedding job architecture and leveling frameworks across business and talent programs. This individual will have a strong background in job analysis, have excellent program management skills, be comfortable with ambiguity and change, and be able to influence stakeholders across the People Team and the Business. They will operate with a bias for action and a focus on driving continuous improvement through regularly measuring and enhancing our job architecture + leveling initiatives. 

RESPONSIBILITIES

  • Lead the design, build, and implementation of Peloton’s job architecture, including development of job family structures, leveling guides, and job title taxonomies.
  • Develop and drive change efforts related to job architecture governance; develop processes and system requirements for ongoing job updates and maintenance.  
  • Lead job title and leveling decisions across Peloton to drive consistency, enhance strategic workforce planning efforts, and support career mobility across the organization.
  • Provide consulting support to the people team and business leaders on job architecture and leveling decisions
  • Conduct ongoing job analysis and generate metrics to evaluate job effectiveness and career movement/mobility.
  • Identify actionable insights for continuous improvement. 
  • Partner with People Analytics and People Systems to ensure cleanliness and integrity of our talent data and technology integrations; produce and present People data insights that enable us to make great decisions about our talent.
  • Build and manage tooling solutions to support Peloton’s job architecture; lead business requirements and change management for technology implementations.
  • Partner with our L&D and Talent Management teams to develop change resources that are engaging, inspiring, inclusive and global, and have a “Peloton” feel. 
  • Partner with People Analytics and People Systems to ensure cleanliness and integrity of our talent data and technology integrations; produce and present People data insights that enable us to make great decisions about our talent.

QUALIFICATIONS

  • Minimum of 7+ years of related experience in HR, talent management, organizational development, people analytics, strategy, consulting, business operations or related field
  • 3 years of experience performing job evaluation, skills / competency assessments, compensation analysis, or program evaluation at the enterprise level
  • Experience developing and launching large scale programs and technical products within a fast paced or high growth environment
  • Experience leading complex change management with senior stakeholders across HR and the business. 
  • Exceptional communication (written and verbal), interpersonal and problem solving skills; and experience working on cross-functional teams
  • Experience in compensation or total rewards 
  • Aptitude for managing/evaluating large sets of data and using data to generate insights
  • Strong analytic skills as well as an ability to balance strategy and program management tasks
  • Self starter with strong organization skills/detail orientation, ability to demonstrate agility and prioritize (and re-prioritize as needed) multiple tasks simultaneously in a fast-paced, mission driven environment
  • High level of discretion – ability to deal with highly confidential information appropriately
  • BA / BS degree or equivalent HR work experience

Preferred

  • MA degree in Industrial / Organizational Psychology, Organizational Behavior, Organizational Development, or related field

#LI-ES2 #LI-REMOTE

ABOUT PELOTON:

Peloton is the leading interactive fitness platform globally, with a passionate community of 7 million Members in the US, UK, Canada, Germany, and Australia. Peloton makes fitness entertaining, approachable, effective, and convenient, while fostering social connections that motivate its Members to commit to their fitness journeys. An innovator at the nexus of fitness, technology, and media, Peloton reinvented the fitness industry by developing a first-of-its-kind subscription platform that seamlessly combines the best equipment, proprietary networked software, world-class streaming digital fitness and wellness content, and best-in-class fitness experts and Instructors.

At Peloton, we motivate the world to live better. “Together We Go Far” means that we are greater than the sum of our parts, stronger collectively when each one of us is at our best. By combining hardware, software, content, retail, apparel, manufacturing, Member support, and so much more, we deliver an exhilarating fitness experience that unlocks our members' greatness. Join our team to unlock yours.

Peloton is an equal opportunity employer and committed to creating an inclusive environment for all of our applicants. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. If you would like to request any accommodations from application through to interview, please email:  applicantaccommodations@onepeloton.com

Peloton has a COVID-19 vaccination policy to safeguard the health and well-being of our employees and customers globally. All employees based in the U.S. and Canada are required to provide proof of vaccination, unless the employee has a Peloton-approved reasonable accommodation or as otherwise required by law.

Please be aware that fictitious job openings, consulting engagements, solicitations, or employment offers may be circulated on the Internet in an attempt to obtain privileged information, or to induce you to pay a fee for services related to recruitment or training. Peloton does NOT charge any application, processing, or training fee at any stage of the recruitment or hiring process. All genuine job openings will be posted here on our careers page and all communications from the Peloton recruiting team and/or hiring managers will be from an @onepeloton.com email address. 

If you have any doubts about the authenticity of an email, letter or telephone communication purportedly from, for, or on behalf of Peloton, please email applicantaccommodations@onepeloton.com before taking any further action in relation to the correspondence.

 

Peloton does not accept unsolicited agency resumes. Agencies should not forward resumes to our jobs alias, Peloton employees or any other organization location. Peloton is not responsible for any agency fees related to unsolicited resumes.

Apply for this Job

* Required
  
  


Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Peloton’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.