Executive Talent Program Manager

About this role

Executive Talent Program Manager   

This role has been designed as ‘’Onsite’ with an expectation that you will primarily work from an HPE office.

Who We Are:

Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.

Job Description:

RESPONSIBILITIES   Executive Onboarding : Manage the day-to-day execution and continuous improvement of Executive Onboarding for VP+ hires. Coordinate activities from pre-hire planning through early integration, including stakeholder inputs, onboarding plans, leader materials, meeting guidance, resources, and follow-up actions.  Talent Program Delivery : Manage defined programs and workstreams across the Executive Advantage and broader talent management initiatives. Build plans, timelines, stakeholder materials, communications, and follow up routines that support consistent, high-quality execution. Adjust priorities as business needs change while maintaining clarity, accuracy, and momentum.  Talent Cycles and Executive Talent Initiatives: Support priority executive talent activities such as leadership development, assessment, succession planning, talent reviews, mentoring, coaching, and other VP+ programs. Contribute to planning, preparation, stakeholder coordination, communications, delivery, and action tracking based on the needs of each initiative.  Stakeholder Consultation and Enablement: Provide practical guidance, tools, and resources that help HR and business stakeholders navigate executive onboarding and related talent processes. Clarify expectations, surface risks and dependencies, and connect stakeholders with the appropriate programs, resources, and subject matter experts.  Cross Functional Coordination: Partner across Talent Management, Talent Acquisition, HR Business Partners, HR Operations, Executive Assistants, hiring leaders, vendors, and other service partners. Establish clear ways of working, coordinate handoffs, and help resolve issues that could create delays, confusion, or inconsistent experiences.  Program Improvement and Standardization: Identify opportunities to simplify, strengthen, and scale talent programs and processes. Improve tools, templates, communications, intake methods, and operating routines using stakeholder feedback, lessons learned, program data, and external benchmarking.  Metrics, Insights and Reporting: Track and report practical measures of program health, participation, stakeholder experience, completion, adoption, and outcomes across assigned programs. Prepare clear updates on progress, risks, trends, insights, and improvement opportunities, and use those insights to recommend changes that improve program effectiveness and stakeholder experience.  Vendor and Resource Coordination: Coordinate assigned vendors, suppliers, tools, and resources in support of onboarding and other talent initiatives. Track deliverables, raise service or quality concerns, and support evaluation of external solutions when needed.  Team and Portfolio Support: Contribute to shared priorities across the Executive Advantage and broader Talent Management portfolio. Share information, support colleagues, and take on discrete workstreams where additional capacity or program management support is needed. 

QUALIFICATIONS   Education and Experience: Bachelor’s degree or equivalent experience in HR, business, organizational development, program management, or a related field. Typically, 4 to 6 years of relevant experience in talent management, HR program management, onboarding, leadership development, organizational development, or a similar discipline.  Program Delivery: Experience managing projects or programs with multiple stakeholders, dependencies, timelines, and deliverables in a matrixed environment.  Talent Management Exposure: Experience supporting one or more talent management disciplines, such as onboarding, leadership development, assessment, succession planning, talent reviews, coaching, mentoring, performance management, or career development.  Senior Stakeholder Support: Experience preparing materials, coordinating activities, or supporting programs involving senior leaders, HR Business Partners, or executive populations is preferred.  COMPETENCIES   Program Management: Builds structured plans, manages timelines and dependencies, coordinates stakeholder input, and ensures reliable delivery of high-quality work.  Judgment and Problem Solving: Works effectively through ambiguity, identifies risks early, develops practical options, and knows when to act, consult, or escalate.  Talent Management Knowledge: Applies working knowledge of talent management practices to improve program execution, stakeholder experience, and talent outcomes.  Learning Agility and Adaptability: Learns new talent disciplines, programs, and business contexts quickly. Moves effectively between recurring processes, evolving priorities, and new assignments.  Collaboration and Influence: Builds productive relationships across HR and the business, clarifies expectations, and drives follow through without relying on formal authority.  Executive Communication: Prepares clear, concise materials and communications for senior audiences. Summarizes issues, recommendations, decisions, and actions with appropriate judgment and discretion.  Data and Technology: Uses PowerPoint, Excel, HR systems, dashboards, SharePoint, collaboration tools, and AI to o

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