Technical Program Manager, Enterprise Scale

Technical Program Manager, Enterprise Scale

We are hiring a Technical Program Manager, Enterprise Scale to drive some of our most important cross‑functional initiatives. In this role, you will operate as a global process owner and program lead across a rotating portfolio of work: from onboarding and mobility, to policy and controls, to expansion or M&A efforts.

You will bring a consulting‑style mindset into an operating role; framing ambiguous problems, developing structured recommendations, and then driving end‑to‑end execution with People, Talent, Legal, Finance, Legal, and Security. You are a connector who brings the right people together, pushes for clarity, and is comfortable having a point of view on what “good” looks like for processes, systems, and employee experience.

What You’ll Do

• Act as a global process owner for a set of priority workflows (e.g., onboarding, internal mobility, contingent workforce, policy rollout), ensuring they are well‑designed, documented, and continuously improved.
• Map end‑to‑end journeys (from triggering event through systems, handoffs, and controls), identifying pain points, failure modes, and opportunities to simplify and automate.
• Partner with People Operations, HRBPs, Payroll, Benefits, and regional teams to ensure processes are practical on the ground, not just theoretically correct.

• Build and maintain integrated project plans, dependency maps, RAID logs, and decision records, keeping work on track across multiple teams.
• Use data (service metrics, tickets, cycle time, error rates, satisfaction scores) to prioritize, make tradeoffs, and measure impact of changes.

• Translate process and policy decisions into concrete systems behavior in partnership with HRIS, IT, and Security (e.g., Workday configuration, identity/access patterns, onboarding flows, integrations).
• Design, document, and maintain durable playbooks, SOPs, and operating artifacts that enable processes to scale.

• Take ambiguous asks (“fix onboarding”, “reduce HR tickets”, “make this process SOX‑ready”) and turn them into clear problem statements, options, and recommendations.
• Bring a first principles perspective: question legacy assumptions, synthesize input from multiple stakeholders, and propose pragmatic, opinionated paths forward.
• Develop frameworks and decision tools that help leaders choose between options (e.g., tradeoffs across risk, experience, speed, and effort).
• Facilitate high‑stakes conversations where there are real tradeoffs or competing views; help the group converge and document the decisions and rationale.

• Serve as the accountable owner for assigned programs, coordinating work across teams and acting as the central point of contact for status, decisions, and issue resolution.
• Model a calm, structured, and opinionated voice that pushes for clarity and quality while staying collaborative.

What You Bring

• 5–8+ years of relevant experience, ideally including:
• Management consulting, internal strategy, or business operations work with exposure to HR / People topics, and
• In‑house program or process ownership for global or multi‑regional initiatives.
• Demonstrated track record of owning complex, cross‑functional programs end‑to‑end—framing the pro