Non-Technical Project/Program Management II

Applied Materials • Austin, TX

6d • Hybrid

About The Position

This role leads the day-to-day execution of the AMNA Field New College Graduate (NCG) Program, coordinating hiring, onboarding, training assignments, and cohort lifecycle management for both Winter and Summer cohorts. It involves prioritizing actionable next steps, applying consistent tracking methods, and defining support needed from partner functions. The position ensures the NCG Program aligns with FSO management, SPO leadership, Talent Acquisition, HR, Global Mobility, Global Training, and Account team points of contact to achieve successful cohort outcomes. The role requires broad knowledge and experience gained through education and applied work experience, using professional concepts and established practices to plan, organize, and coordinate work across multiple stakeholder groups. It handles assignments of moderate scope and complexity, exercising judgment within defined practices and escalating novel or higher-risk issues to program leadership. Additionally, this role leads the AMNA Customer Engineer (CE) proficiency and Training Digital Checklist (TDCL) adoption program by partnering with managers, training teams, and account stakeholders to enhance workforce readiness, certification compliance, onboarding effectiveness, and time-to-proficiency metrics across the region. This is achieved through reporting, governance, coaching, and continuous improvement initiatives that support scalable workforce growth and training visibility.

Requirements

• Bachelor's Degree - Business Administration, or related field
• Has working knowledge of program/project coordination practices, tools, and templates within own specialized discipline.
• Familiar with Applied Materials platforms and systems such as Workday, TDCL/MyCert, and QRAM.
• Strong understanding of CE onboarding, certification, proficiency development, and TDCL processes, including adoption measurement, training visibility, onboarding checklists, certification compliance, and workforce readiness tracking.
• Developing understanding of key program metrics, including headcount forecast accuracy, cohort fill rate, onboarding readiness, and training pipeline status.
• Applies general business knowledge gained through education and experience to understand how the NCG Program supports AMNA’s broader field hiring, ramp, and retention strategy.
• Analyzes the gap between program hiring/onboarding forecasts and Finance’s budget and headcount perspective; clearly communicates these insights to program sponsors and account stakeholders.
• Understands how TDCL adoption, certification execution, and CE proficiency development support AMNA workforce scaling objectives, retention goals, and reduced time-to-contribution through standardized onboarding and training practices.
• No formal supervisory responsibility. May guide the work of program administrative support staff, interns, or peer coordinators, and may represent the program in cross-functional forums.
• Solves problems of moderate complexity using existing procedures, precedent, and sound judgment; recognizes when an issue requires escalation to program sponsors or functional leads.
• Able to interpret leadership’s direction and translate it into clear cohort goals and actionable plans.
• Impacts the quality, timeliness, and effectiveness of NCG cohort execution, including hiring pace, onboarding readiness, and stakeholder satisfaction; work is guided by established program plans, schedules, and functional policies.
• Impacts workforce readiness, onboarding effectiveness, certification compliance, CE proficiency development, and employee time-to-productivity objectives across AMNA; work is guided by established program plans, workforce strategies, and functional policies.
• Communicates clearly and professionally with a wide range of stakeholders, including new-hire candidates, account teams, HR/TA partners, and leadership; asks clarifying questions and checks for understanding.
• Builds trust and collaborative working relationships across organizational boundaries to keep cohort timelines and deliverables moving forward.

Nice To Haves

• May need to take on additional responsibilities to support the Strategic Programs Office (SPO) and AMNA leadership in driving KPI targets and continuous improvement initiatives, including monthly executive readouts and program newsletters.

Responsibilities

• Ensures specific NCG cohort objectives are defined for areas of responsibility and that necessary preliminary activities (e.g., headcount forecasting, requisition planning, onboarding-date alignment, and resource planning) are completed.
• Ensures all cohort hiring, onboarding, and training milestones are completed in accordance with predetermined requirements, paying attention to program costs, resource utilization, and timeliness.
• Ensures all phases of the NCG Program are documented via the AMNA FSO NCG Master Tracker and that information required by other functional areas (HR, Talent Acquisition, Finance, Global Mobility, Global Training) is reported, disseminated, or transferred as appropriate.
• Ensures compliance with Company policies regarding confidentiality, data privacy, and safety.
• Ensures the effective utilization of all program budget and resources, supporting FY headcount and budget forecast reconciliation and QRAM submissions.
• Effectively works with Talent Acquisition, HR, Account POCs, Global Mobility, Global Training, and Finance to maximize productivity and successful execution of the program.
• Spearheads process improvements to program logistics, onboarding, and relocation workflows, and ensures newly created processes are incorporated into standard program operations and disseminated.
• Drives CE proficiency, certification, and TDCL adoption initiatives across AMNA by establishing reporting cadences, monitoring onboarding and certification progress, facilitating stakeholder reviews, supporting manager engagement, and improving visibility to training completion, onboarding readiness, and workforce capability metrics.
• Supports regional objectives for new hire time-to-contribution, time-to-proficiency, and long-term workforce readiness.
• May take on additional responsibilities to support the Strategic Programs Office (SPO) and AMNA leadership in driving KPI targets and continuous improvement initiatives, including monthly executive readouts and program newsletters.

Benefits

• supportive work culture that encourages you to learn, develop, and grow your career
• programs and support that encourage personal and professional growth
• comprehensive benefits package
• participation in a bonus and a stock award program, as applicable

What This Job Offers

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