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Program Manager, People Experience – M&A Integration (12-month contract)

June 13, 2026

At Infoblox, every breakthrough begins with a bold “what if.” What if your ideas could ignite global innovation? What if your curiosity could redefine the future? We invite you to step into the next exciting chapter of your career journey. Bring your creativity, drive, your daring spirit, and feel what it’s like to thrive on a team big enough to make an impact, yet small enough to make a difference. Our cloud-first networking and security solutions already protect 70% of the Fortune 500, and we’re looking for creative thinkers ready to push that influence even further. Join us and discover how far your bold “what if” can take the world, your community, and your career. Here, how we empower our people is extraordinary Glassdoor Best Places to Work 2025, Great Place to Work-Certified in five countries, and Cigna Healthy Workforce honors three years running — and what we build is world-class recognized as CybersecAsia’s Best in Critical Infrastructure 2024 — evidence that when first-class technology meets empowered talent, remarkable careers take shape. So, what if the next big idea, and the next great career story, comes from you? Become the force that turns every “what if” into “what’s next”. In a world where you can be anything, Be Infoblox. Program Manager, People Experience – M&A Integration (12-month contract) We have an opportunity for a People Program Manager to join our Integration Management Office as a contractor in our Business Strategy group in the Western US. In this pivotal role, you will lead the HR / people-side planning and execution required to support M&A integration, Day 1 readiness, onboarding, and change management. Collaborating closely with People Experience, HR Operations, Talent Acquisition, Total Rewards, Legal, IT, Finance, and the Integration Management Office, you will drive to ensure that people-related integration activities are sequenced, tracked, and ready to execute at close without creating unnecessary risk before close. This role requires a People Experience Program Manager partnered with the People Experience lead to manage the overall HR integration plan, track dependencies through close, coordinate weekly status updates, and drive readiness across onboarding, systems, job mapping, and communications. Be a Contributor — What You’ll Do Own the end-to-end People Experience integration plan for acquisitions and strategic integration efforts, including milestones, risks, dependencies, decision logs, and readiness checkpoints through, sign to close and integration execution Drive Day 1 readiness planning across employee onboarding, orientation, reporting structures, manager assignment, and employee experience deliverables. Partner with HR Operations and IT on HR systems and process readiness, including onboarding flows, employee data readiness, downstream integrations, and interim operating approaches required for close. Coordinate job mapping and organizational design activities in partnership with People leadership, Total Rewards, Finance, and business leaders. Lead the people workstream for communications and change management, including employee FAQs, leader communications, onboarding content, welcome materials, and transition messaging. Establish and run the operating cadence for the workstream, including weekly status updates to the IMO and leadership, working sessions with acquired-company HR counterparts, and executive-ready progress reporting. Build strong cross-functional partnerships with Talent Acquisition, People Ops, Talent Development, HRIS, IT, Legal, and Finance to ensure work is aligned and sequencing issues are surfaced early. Translate ambiguous integration issues into clear workplans, owners, timelines, and decisions, and keep the team focused on the critical path to close and Day 1. Be Prepared — What You Bring 6+ years of related experience, including a strong program management and human resources background Strong track record driving cross-functional programs with executive visibility Experience working across HR Operations, onboarding, systems, organizational design, and change management Ability to build structure in ambiguous environments and keep multiple stakeholders aligned Strong written communication, project management, and stakeholder-management skills Comfort operating at both the program level and the detail level Bachelor’s in business administration, human resources, or another relevant field Additional valuable experience includes HR program management, People Operations, PMO, or integration management Experience supporting M&A integrations, Day 1 readiness, or enterprise transformation Hourly pay for this contingent worker position is $70 Ready to Be the Difference? Infoblox is an Affirmative Action and Equal Opportunity Employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis #LI-ME1 #LI-Remote Apply To This Job

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...