Chief of Staff: Office Printing Solutions

HP•Vancouver, WA

1d•$130,700 - $205,200

About The Position

The Chief of Staff and Strategic Planning Lead serves as the strategic partner and operational right hand to the Senior Vice President and Division President of Office Print. The role drives strategic alignment, organizational effectiveness, executive decision support, and disciplined execution across the division. Working with the Division President, leadership team, and cross-functional partners, the Chief of Staff turns business priorities into operating plans, strengthens leadership-team effectiveness, and maintains progress on key commitments. This highly visible individual-contributor position combines strategy, business operations, executive communications, organizational leadership, and complex program execution, and requires exceptional judgment, executive presence, diplomacy, adaptability, and influence across a large, global, matrixed organization. The role partners with division leaders to establish priorities, operating plans, governance, milestones, performance indicators, and decision processes. It develops executive narratives and planning materials, synthesizes complex information into recommendations, identifies risks and dependencies, and ensures leadership decisions are translated into action and follow-through. It also manages leadership operating cadence and forums, supports organizational health and employee engagement, advances change management, and serves as a connector among division leadership, corporate functions, and other stakeholders. The position requires a bachelor’s degree or equivalent practical experience and typically 7 to 10 or more years of experience in strategy, business operations, program management, organizational leadership, or a related discipline. The listed U.S. annual pay range is $130,700 to $205,200, with additional opportunities for bonus and/or equity. HP offers a comprehensive benefits package, including health, dental, and vision insurance, disability coverage, an employee assistance program, flexible spending account, life insurance, and paid time off policies.

Requirements

Bachelor’s degree or equivalent practical experience.
Typically 7 to 10 or more years of experience in strategy, business operations, program management, organizational leadership, or a related discipline.
Demonstrated success leading complex, cross-functional programs in a large, global, matrixed organization.
Experience partnering with senior executives and leadership teams.
Experience preparing executive-level presentations, strategic narratives, and decision-support materials.
Strategic thinking, strong business acumen, intellectual curiosity, and systems-thinking capability.
Exceptional executive communication, presentation, and business-storytelling skills.
Strong executive presence, emotional intelligence, discretion, and interpersonal judgment.
Ability to simplify complexity and convert ambiguous issues into clear choices and actions.
Advanced program-management and organizational skills, with disciplined attention to detail and follow-through.
Ability to prioritize effectively and deliver high-quality work in a dynamic, high-pressure environment.
Strong influencing and relationship-building skills across functions, leadership levels, and geographies.
Ability to work independently while remaining connected to leadership and stakeholder needs.
Adaptability, resourcefulness, ownership, and commitment to results.
Ability to handle confidential and sensitive business matters appropriately.

Responsibilities

Partner with the Division President and leadership team to translate business strategy into priorities, operating plans, and measurable outcomes.
Establish and manage governance for strategic priorities, including milestones, key performance indicators, risks, and leadership decisions.
Develop executive business narratives, strategic reviews, long-term planning materials, quarterly business reviews, and senior-leadership presentations.
Synthesize complex business information into insights, recommendations, and decision frameworks.
Identify emerging business risks, organizational dependencies, and opportunities requiring leadership attention.
Lead or support high-priority strategic initiatives spanning organizations, functions, or geographies.
Translate leadership decisions and commitments into actions, owners, and timely follow-through.
Design and manage the operating cadence for the Division President and leadership team.
Plan and facilitate leadership meetings, strategic and operating reviews, offsites, and other executive forums.
Partner with the Division President to set agendas, frame decisions, surface trade-offs, and focus on top priorities.
Strengthen alignment, accountability, and collaboration across the leadership team.
Document leadership decisions, track commitments, and ensure closure of actions.
Help leaders navigate complex or ambiguous issues with judgment, discretion, and diplomacy.
Shape executive communications aligned with division strategy and priorities.
Develop leadership presentations, organizational messages, talking points, announcements, employee communications, and other executive content.
Tailor concise business narratives for executive, employee, and cross-functional audiences.
Partner with internal and external communications teams to maintain message consistency and strategic alignment.
Support communication channels and employee forums that improve organizational clarity, connection, and understanding.
Architect and improve operating mechanisms that translate division strategy into execution.
Establish structured approaches for prioritization, governance, performance management, and executive reporting.
Coordinate leadership and business cadence, connecting planning, review, and decision forums.
Drive program management for strategic initiatives using consistent frameworks, milestones, and performance indicators.
Anticipate issues, remove barriers, and facilitate resolution of cross-functional dependencies.
Simplify complex organizational processes and business challenges.
Partner with the Division President and leadership team to strengthen organizational health, leadership effectiveness, and employee engagement.
Work with Human Resources and other partners on organizational priorities, leadership capability, workforce discussions, and talent initiatives.
Translate leadership principles and cultural priorities into organizational actions and employee experiences.
Use employee and stakeholder feedback to improve communications, leadership forums, and engagement strategies.
Support change management by clarifying the rationale for change and enabling consistent execution.
Foster an inclusive, connected, high-performing culture across functions and geographies.
Connect the division with the broader business and key corporate functions.
Build partnerships with Chiefs of Staff, Finance, Human Resources, Communications, Strategy, Workforce Planning, and other stakeholders.
Facilitate alignment among senior leaders with differing priorities and responsibilities.
Influence outcomes without direct authority and maintain momentum on complex enterprise-level initiatives.
Represent the Division President’s priorities with credibility, discretion, and sound business judgment.
Provide strategic counsel to senior leaders while considering the interests of the division and broader enterprise.