Executive Onboarding & Talent Programs Manager

Hewlett Packard Enterprise • Spring, TX

1d • Hybrid

About The Position

Hewlett Packard Enterprise is a global edge-to-cloud company that helps companies connect, protect, analyze, and act on their data and applications wherever they live. The company's culture thrives on finding new and better ways to accelerate what’s next, valuing varied backgrounds, offering flexibility to manage work and personal needs, and making bold moves together. This Executive Onboarding & Talent Programs Manager role is designed as ‘Hybrid’, requiring an average of 2 days per week from an HPE office. The role's primary responsibility is to lead HPE’s Executive Onboarding program for VP+ hires, encompassing its design, delivery, and continuous improvement. The goal is to create a consistent, high-quality onboarding experience that facilitates faster integration, stronger stakeholder alignment, and reliable execution for new executive leaders. In addition to executive onboarding, this role contributes to other talent management programs and annual cycles as business priorities dictate, such as leadership development, succession planning, talent reviews, and performance management enhancements. The individual in this position is expected to work independently, exercise sound judgment in ambiguous situations, and achieve results through strong partnerships across HR and the business. The role is based in Houston and reports to the Director of Executive Advantage, working in close collaboration with HR Business Partners, Talent Acquisition and Onboarding, HR Operations, and senior leaders. This position is critical for effectively onboarding and enabling VP+ leaders, thereby accelerating their integration, strengthening their leadership impact, and enhancing their overall experience within HPE. The scope includes both program delivery and ongoing enhancement of onboarding practices, with the flexibility to support broader enterprise talent priorities as needs evolve.

Requirements

• Bachelor’s degree (or equivalent experience) in HR, business, organizational development, or a related field.
• Typically, 4–6 years of relevant experience in talent management, HR program management, organizational development, or a similar discipline.
• Experience leading programs or projects end to end in a matrixed environment.
• Comfortable operating with ambiguity and shifting priorities.
• Makes good decisions, balances tradeoffs, manages risk, and resolves issues quickly, especially in time sensitive executive onboarding situations.
• Proven ability to plan, govern, and deliver programs with multiple workstreams and stakeholders.
• Builds structured project plans, establishes operating rhythms, drives decisions, and ensures on-time delivery of milestones and high-quality outputs.
• Able to apply talent management knowledge to improve program design, stakeholder enablement, and business impact.
• Proficient with Microsoft Office (especially Excel and PowerPoint).
• Comfortable learning and using HR systems and reporting tools (e.g., Workday and dashboards).
• Able to translate data into insights and clear stakeholder updates.
• Builds strong partnerships and influences without direct authority across HR, service partners, and business leaders.
• Communicates clearly and professionally with senior stakeholders and operates effectively across functions, geographies, and cultures.
• Learns quickly, seeks feedback, and applies it to improve programs and stakeholder experience.
• Takes initiative, follows through on commitments, and escalates risks appropriately.
• Demonstrates strong written and verbal communication and professional presence with VP+ stakeholders.
• Able to facilitate discussions, align on expectations, and drive completion of actions across a distributed stakeholder group.
• Recognizes that results are delivered through partnership.
• Shares credit, supports colleagues when needed, and helps foster an inclusive, cooperative team environment.

Nice To Haves

• Experience supporting VP+ stakeholders is strongly preferred.
• Working knowledge of core talent management practices preferred, including onboarding, leadership development, talent reviews, succession planning, and performance management.

Responsibilities

• Own and lead the Executive Onboarding program for VP+ hires, including program strategy, governance, stakeholder alignment, and delivery.
• Facilitate pre-hire onboarding planning sessions, establish role-specific onboarding plans (including a tailored 30/60/90-day framework), and provide leaders and teams with tools, templates, and resources to support integration.
• Coordinate across executive assistants, hiring managers, and HR Business Partners to make sure each stakeholder knows what they own, follows through, and raises issues early.
• Gather feedback from new hires, managers, and key partners, then turn that input into practical program improvements.
• Support priority talent programs and annual talent cycles, including leadership development, succession planning, and talent review preparation.
• Build clear plans, timelines, communications, and materials, then drive execution across a matrixed environment.
• Adjust quickly as priorities change while maintaining quality, accuracy, and compliance with COE standards.
• Provide practical guidance to HR and business leaders on executive integration and leadership development, aligning recommendations to HPE’s Beliefs & Behaviors and Elements of Leadership.
• Advise on onboarding approaches for unique roles and help leaders leverage available development options (e.g., coaching, mentoring, and learning pathways).
• Create and maintain enablement materials that improve consistency and adoption across business units.
• Partner across Talent Acquisition and Onboarding and the broader Talent Management COE to connect pre hire planning, onboarding delivery, and follow on development opportunities such as coaching and leadership programs.
• Coordinate with HR Operations, IT, Facilities, and other service partners to confirm readiness and remove dependencies.
• Build strong working relationships and simple, reliable ways of working across regions and business units.
• Identify opportunities to simplify and scale executive onboarding and related talent processes.
• Improve tools and and workflows (e.g., checklists, templates, communications, and intake processes) to reduce manual effort and increase consistency.
• Use internal lessons learned and external benchmarks to test improvements that make onboarding simpler, more consistent, and more effective.
• Establish and track key measures for programs you lead (e.g., milestone completion, satisfaction/feedback, time-to-productivity indicators, retention signals, and adoption of recommended practices).
• Create periodic readouts for HR and business stakeholders, using data to tell a clear story of progress, outcomes, and improvement opportunities.
• Apply insights to refine program design and execution.

Benefits

• Health & Wellbeing (comprehensive suite of benefits that supports physical, financial and emotional wellbeing)
• Personal & Professional Development (investment in career, specific programs for career goals)
• Unconditional Inclusion
• Flexibility to manage our work and personal needs

What This Job Offers

• Job Type: Full-time
• Career Level: Manager