Executive Onboarding & Talent Programs Manager

Hewlett Packard Enterprise • Spring, TX

18h • $71,500 - $164,400 • Hybrid

About The Position

The Talent Management Program Manager III leads HPE’s Executive Onboarding program for VP+ hires, from design through delivery and ongoing improvement. This role helps create a consistent, high quality onboarding experience that supports faster integration, stronger stakeholder alignment, and reliable execution. In addition to Executive Onboarding, the role contributes to other talent management programs and cycles as business priorities require (e.g., leadership development, succession planning, talent reviews, and performance management enhancements). This person works independently, uses sound judgment in ambiguous situations, and gets things done through strong partnerships across HR and the business. The role is based in Houston and reports to the Director of Executive Advantage, working closely with HR Business Partners, Talent Acquisition and Onboarding, HR Operations, and senior leaders.

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; experience supporting VP+ stakeholders is strongly preferred.
• 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.
• Working knowledge of core talent management practices preferred, including onboarding, leadership development, talent reviews, succession planning, and performance management.
• Able to apply this knowledge to improve program design, stakeholder enablement, and business impact.
• Proficient with Microsoft Office (especially Excel and PowerPoint) and 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.

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 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: We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing.
• Personal & Professional Development: We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division.
• Unconditional Inclusion: We are unconditionally inclusive in the way we work and celebrate individual uniqueness. 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.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: Associate degree
• Number of Employees: 5,001-10,000 employees