Executive Talent Program Manager

Hewlett Packard Enterprise•Spring, TX

1d•$71,500 - $164,400•Onsite

About The Position

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 organize information, identify insights, and improve program execution. Continuous Improvement: Uses feedback, data, and lessons learned to simplify processes, improve consistency, and strengthen program outcomes. Team Collaboration: Shares knowledge, supports colleagues, and contributes constructively to common priorities across the broader team. WHY THIS ROLE MATTERS Executive talent decisions and experiences have a direct impact on leadership readiness, succession strength, and HPE’s ability to execute its strategy. This role helps turn executive talent priorities into coordinated, reliable programs that leaders and HR partners can use effectively. Executive Onboarding will be an important initial focus, giving new VP+ leaders the context, relationships, expectations, and support needed to begin contributing effectively. The role will also provide flexible program management capacity across the broader Executive Advantage portfolio, helping HPE strengthen and connect its work in executive development, assessment, succession, talent reviews, mentoring, coaching, and related talent priorities. What We Can Offer You: 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. Let's Stay Connected: Follow @HPECareers on Instagram to see the latest on people, culture and tech at HPE. Job: Human Resources Job Level: Specialist "The expected salary/wage range for this position is provided below. Actual offer may vary from this range based upon geographic location, work experience, education/training, and/or skill level. – United States of America: Annual Salary USD 71,500 - 164,400 in Texas The listed salary range reflects base salary. Variable incentives may also be offered. Information about employee benefits offered in the US can be found at https://myhperewards.com/main/new-hire-enrollment.html HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT employer. We do not discriminate on the basis of race, gender, or any other protected category, and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together. Please click here: Equal Employment Opportunity. Hewlett Packard Enterprise is EEO Protected Veteran/ Individual with Disabilities. HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories. Recruitment Fraud Alert We have become aware of an increase in fraudulent recruitment activities in which individuals impersonate our company or authorized recruitment agencies to offer fake employment opportunities. These scams may occur through false websites, emails, social media, or chat-based applications and often aim to obtain personal information or money. Please note that Hewlett Packard Enterprise (HPE), its direct and indirect subsidiaries and affiliated companies, and its authorized recruitment agencies/vendors will never charge a candidate a registration fee, hiring fee, or any other fee in connection with its recruitment and hiring process. We also never request personal information such as back account details, Social Security numbers, or national IDs via social media or chat applications. All legitimate job opportunities will come through official company channels, and candidates are responsible for verifying the credentials of any third party claiming to represent the company. Any reliance on fraudulent communication is at the individual’s own risk, and HPE disclaims legal liability for any resulting damages. If you suspect recruitment fraud, do not share personal information or make any payments and report the incident to your local authorities immediately.

Requirements

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.
Experience managing projects or programs with multiple stakeholders, dependencies, timelines, and deliverables in a matrixed environment.
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.
Builds structured plans, manages timelines and dependencies, coordinates stakeholder input, and ensures reliable delivery of high-quality work.
Works effectively through ambiguity, identifies risks early, develops practical options, and knows when to act, consult, or escalate.
Applies working knowledge of talent management practices to improve program execution, stakeholder experience, and talent outcomes.
Learns new talent disciplines, programs, and business contexts quickly. Moves effectively between recurring processes, evolving priorities, and new assignments.
Builds productive relationships across HR and the business, clarifies expectations, and drives follow through without relying on formal authority.
Prepares clear, concise materials and communications for senior audiences. Summarizes issues, recommendations, decisions, and actions with appropriate judgment and discretion.
Uses PowerPoint, Excel, HR systems, dashboards, SharePoint, collaboration tools, and AI to organize information, identify insights, and improve program execution.
Uses feedback, data, and lessons learned to simplify processes, improve consistency, and strengthen program outcomes.
Shares knowledge, supports colleagues, and contributes constructively to common priorities across the broader team.

Nice To Haves

Experience preparing materials, coordinating activities, or supporting programs involving senior leaders, HR Business Partners, or executive populations is preferred.

Responsibilities

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.
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.
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.
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.
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.
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.
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.
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.
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.