Website Specialized Bicycle
Employer Snapshot (Cycle-Jobs Insight)
- Transparency Score: 3.9 / 5 — Good (Industry avg: 3.2 / 5)
- Company Size: large
- Ownership: Privately held
- Glassdoor: ⭐ ⭐ 3.0 / 5
- HR Index: 75.14% ▲ (Industry avg: 53.14%)
- Commitment: Actively engaged in responsible business and transparency
- Official Salary: $71,439 to $117,875 per year
- Estimated Salary (Cycle-Jobs): 🇺🇸 95,000-120,000 USD / year
Company Overview
We are riders—that fact has guided our every decision since 1974. When quality tires weren’t around, we strove to make the best. When people wanted to ride cruisers in the dirt, we made the first production mountain bike. When roadies wanted to go faster, we doubled-down on carbon and built our own wind tunnel. We began supporting Outride to help promote better health through cycling. Specialized. Made for riders, by riders.
Role Description
The Business Operations Program Manager drives execution of strategic priorities for the Americas by managing internal communications, strategic programs, and executive-level reporting. This role ensures operational alignment and effective communication across teams, enabling disciplined execution and supporting company growth.
Position Snapshot
- Seniority: Manager
- Function: Operations
- Department: Operations
- Experience required: 6-8 years of experience
- Contract type: Full-time
- Travel: 10% of the time
- Work model: On-site
- Remote policy: On-site (strict)
Description
The Business Operations Program Manager supports execution of the region’s strategic priorities by owning internal communications operations, strategic program management, and executive-level reporting and content. This role ensures the Americas operating rhythm runs effectively by coordinating leadership forums, tracking actions and progress, and enabling clear, consistent communication across functions and markets. By managing strategic programs, measuring communication effectiveness, and maintaining strong feedback loops, the Program Manager helps reinforce alignment, improve understanding, and drive disciplined execution across the Americas organization.
Responsibilities
- Manage execution of the Americas internal communications cadence, including All‑Hands, QBRs, cluster- and function-level meetings.
- Coordinate agendas, materials, messaging, and follow‑up to ensure clarity and consistency.
- Own day-to-day logistics and coordination for recurring leadership and commercial forums.
- Track action items and ensure follow-through across teams and functions.
- Support implementation of the annual strategic planning process, including timelines, inputs, and coordination.
- Track progress against strategic priorities, OKRs, and KPIs in partnership with functional leaders.
- Manage cross-functional strategic programs requiring strong coordination and change management (e.g., Retailer Engagement Survey, annual sales programs, leadership initiatives).
- Partner with stakeholders to ensure initiatives progress on time and deliver intended outcomes.
- Develop high-quality executive presentations, reports, and written communications.
- Synthesize quantitative and qualitative inputs into clear, leadership-ready insights.
- Collaborate with Commercial leaders to support planning, performance reviews, and key initiatives.
- Help translate strategic priorities into consistent in-market execution.
- Measure effectiveness of internal communications using qualitative and quantitative inputs (e.g., surveys, engagement metrics, leadership feedback).
- Establish feedback loops to assess understanding, alignment, and impact of key messages.
- Use insights to continuously improve communication content, cadence, and delivery methods.
Location
This position is based in
Morgan Hill, CA, USA
Compensation
$71,439 to $117,875 per year
Benefits
Competitive pay with annual performance-based reviews for continued growth and recognition, Comprehensive healthcare plan options, including PPO, EPO, HDHP, and HMO (acupuncture and physical therapy included), Health Savings Account (HSA) with employer HSA contributions when enrolled in the High-Deductible Healthcare Plan (HDHP), Dental and Vision plans, 401(k) Company Matching up to $5,000 annually with immediate 100% vesting and administrative fees paid for by the company, Company-paid Life, AD&D, Short-Term Disability, and Long-Term Disability Insurance, Employee Assistance Program that provides access to individualized mental well-being care, Generous Vacation, Sick, Paid Holidays, and Volunteer Time Off, 14 weeks of 100% paid leave for birthing parents and 8 weeks of 100% paid leave for non-birthing parents, plus a Specialized bike for your new baby, Up to $9,000 annually in Career Development & Degree Assistance, Up to $250 annually in Fitness & Wellness Reimbursement, Industry Pro-Deal Discounts and Perks
Additional Information
- Team & Reporting: Collaborates with Commercial leaders, functional leaders, and senior leadership across the Americas organization.
Application Details
Posted: May 9, 2026
R0011645
Before you apply (Cycle-Jobs Insight)
Some important details are not fully specified in this job post. To make an informed decision, you may want to clarify the following points:
- Diversity & inclusion: Ask about real initiatives for inclusion and safety.
- Recruitment process: Ask about the number of steps and expected timeline.
- Flexibility & schedule: Check expected weekly hours, evenings/weekends, and flexibility.
- Required languages: Verify language expectations in daily work.
- Application deadline: Ask if the position closes at a fixed date or remains open until filled.
- Weekly schedule: Clarify typical weekly hours and schedule.
- Contract length: Verify the duration if the contract is fixed-term.
- Equipment provided: Ask what equipment or tools are supplied by the employer.
- Visa sponsorship: Clarify whether visa support is available or required.
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📊 Methodology – HR Indicators, Estimated Salary & Transparency Score
The data and indicators presented on this job page (Employer Snapshot, Transparency Score, Before You Apply) are built from a structured evaluation grid. Each section uses measurable and comparable criteria applied to public information in order to ensure fairness between employers.
1) Data integrity and sources
Each company profile and job listing is analyzed using multiple open sources such as career pages, company websites, and public employment data. These signals are verified for consistency and density before being used to compute HR indicators.
- Employer data: company size, sector, and employee reviews.
- Job content: completeness of title, responsibilities, and requirements.
- Salary and benefits: presence of official or inferred compensation details.
2) Core methodology
The transparency model is based on a weighted ratio between core and secondary information axes:
- Core fields (×2 weight): title, company, location, contract type, work model, salary, application link, posting date, main description, requirements, and responsibilities.
- Secondary fields (×1 weight): benefits, culture & mission, team hierarchy, diversity & inclusion, recruitment process, flexibility, language, and deadline.
Each field is marked as present or missing. The final score reflects the ratio of completed fields to the total possible weighted score.
Transparency Ratio = (Σ core_fields × 2 + Σ secondary_fields × 1)
÷ (total_core × 2 + total_secondary × 1)
The result is converted to a 5-star scale (0–5, half-stars included) and displayed beside the Transparency Score badge.
3) Star rating and color scale
| Score (out of 5) | Label | Interpretation |
|---|---|---|
| 4.5 – 5.0 ★★★★★ | Excellent | All essential and most secondary details present. |
| 3.5 – 4.4 ★★★★☆ | Good | Major elements available; minor gaps remain. |
| 2.5 – 3.4 ★★★☆☆ | Moderate | Several missing sections or low specificity. |
| 0.0 – 2.4 ★★☆☆☆ | Low | Few key details provided; limited transparency. |
The badge color follows a red→green hue scale from low (0) to high (5) transparency. The average transparency across the cycling industry in 2025 is approximately 3.2 / 5.
4) Employer Snapshot indicators
- HR Index: overall HR quality combining stability, satisfaction, and transparency.
- Employee Stability Index (ESI): ratio of long-term to short-term employment movements.
- Employee Satisfaction Weighted Score (ESWS): average of employee review metrics.
- Commitment: social responsibility, inclusion, and openness indicators.
HR Index = (0.4 × ESI) + (0.3 × ESWS)
+ (0.2 × (1 − Turnover)) + (0.1 × Data Confidence)
5) Estimated salary bands
When the employer does not specify a salary, Cycle-Jobs provides a non-binding estimated band using benchmark data and standardized adjustments:
- Base grid by role family and seniority.
- Adjustment by contract type and expected weekly hours.
- Location factor for cost of living and taxation context.
- Company size influence on pay dispersion.
- Recent market signals from similar industry roles.
6) “Before You Apply” contextual tips
Missing or unclear fields are listed with guidance questions to help candidates clarify key aspects such as scope, compensation, or flexibility. This allows a more balanced and informed dialogue between employer and applicant.
7) Limitations and ethics
- No confidential data is used — only verified public information.
- Data accuracy depends on employer updates and public sources.
- Scores are dynamic and recalculated as new information emerges.
These models aim to promote fair, transparent, and comparable insights across cycling industry employers. They are informational only and not a substitute for an internal HR audit.