People Program Manager

Atomic Machines is ushering in a new era in micromanufacturing with its Matter Compiler (MC) technology. The MC enables new classes of micromachines to be designed and built by offering manufacturing processes and a materials library that is inaccessible to semiconductor manufacturing methods. The MC promises to unlock MEMS manufacturing both for the many device classes that never could be made by semiconductor methods but also to open up entirely new classes. Furthermore, the MC is fully digital in the way 3D printing is digital, but where 3D printing produces parts of a single material using a single process, the MC is a multi-process, multi-material technology: bits and raw materials go in and complete, functional micromachines come out. The Atomic Machines team has also created an exciting first device – one that was only made possible by the existence of the Matter Compiler – that we will be unveiling to the world soon.

Our offices are in Emeryville and Santa Clara, California.

About the role:

We are seeking a highly skilled and motivated People Program Manager to join our dynamic People team, with a focus on learning and development. In this role, you will lead the design, development, and delivery of impactful Learning and Development programs that build capabilities across all levels of the organization. Leveraging your strong HR generalist background and operational expertise, you’ll create scalable learning experiences—from onboarding and management training to performance development and career growth frameworks. You will play a key role in shaping our Atomizer experience, fostering a culture of continuous learning, and equipping teams with the tools they need to thrive as Atomic Machines scales.

What You’ll Do:

• Program Development & Execution: Ideate, design, implement, and scale innovative People programs that drive organizational growth and reflect our culture. This includes management training across levels, tailored onboarding for all Atomizer types (exempt, non-exempt, onsite, hybrid, contractors, technical, non-technical), and the creation or refinement of rubrics that reflect meaningful contributions at each level of Atomizer growth. Lead performance management program development grounded in our tenets, ensuring the process is relevant, actionable, and culture-aligned.
• Process Development & Innovation: Continuously identify opportunities to streamline and elevate People programs by leveraging advanced tools, automation, and AI to improve efficiency, scalability, and impact. Evaluate and implement cutting-edge technologies and best practices that enhance accuracy, compliance, and the overall employee experience. Maintain a forward-looking mindset—regularly assessing the value and cost-effectiveness of training methods, exploring new learning formats, and driving ongoing innovation across all People initiatives and processes.
• Data Analysis & Reporting: Design and maintain a People Program’s dashboard to report out on program needs and efficacy of the programs you implement. Utilize data to track program progress, identify trends, measure outcomes, and inform decision-making. Use the data to set the roadmap for program evolution. Report out to key stakeholders on program success.
• Compliance & Risk Management: Ensure People programs and processes comply with relevant laws, regulations, and company culture. Identify and mitigate potential risks where appropriate.
• Partner with Atomizers: Serve as a trusted partner to Atomizers throughout the entire lifecycle, providing guidance on People-related matters, supporting individuals through key life events, and helping new and seasoned managers navigate their roles effectively.
• Communications: Craft clear, concise, and timely company-wide communications that align with our fast-paced culture and support the execution of People programs. Strike the right balance between being supportive and efficient—ensuring employees are informed without creating noise, and that messaging drives clarity, engagement, and action across a dynamic, high-growth environment.
• External Engagement: Proactively identify, engage, and manage third-party partners to support L&D initiatives as we scale—knowing when to bring in external expertise to complement internal efforts and ensure we don’t fall behind on capability-building during periods of rapid growth.

What you’ll need:

• 5+ years of progressive People Operations or HR experience, including a strong generalist foundation and deep expertise in HR operations, with a proven track record of driving process improvements in fast-paced, high-growth startup environments. At least 3 years of experience designing, implementing, and scaling innovative People programs.
• Strong project management skills, including the ability to manage multiple projects, prioritize effectively, and meet deadlines.
• Experience designing and implementing programs across onboarding (for both employees and contractors), performance and talent development, manager training, and compensation—including equity refresh cycles.
• Proven ability to operate both independently and collaboratively in a fast-paced, high-energy environment. Skilled at ruthlessly prioritizing work, managing competing deadlines, and keeping stakeholders aligned—while consistently holding yourself to a high standard for execution and results.
• Strong cross-functional communication and collaboration skills to confidently partner with teams across the organization—including engineering and senior leadership—adapting your communication style to resonate at all levels. Proven ability to translate complex concepts into clear, actionable insights and influence decisions effectively. A track record of creating tailored, digestible playbooks and maintaining systems to keep content up-to-date is essential.
• Strong analytical and problem-solving skills, with the ability to use data to inform decisions and improve processes. This looks like deep familiarity working across a People Team’s tech stack to generate and consolidate reports into bespoke reporting dashboardings, taking information from an HRIS, ATS, and Performance Management System, and manipulating the data in Excel, GoogleSheets, and SmartSheets.
• Strong working knowledge of California employment laws and regulations is a plus.
• Bachelor’s degree required.