Non-Technical Project/Program Management II

Applied Materials • Austin, TX

7d • $68,000 - $93,500 • Onsite

About The Position

Leads day-to-day execution of the AMNA Field New College Graduate (NCG) Program by coordinating hiring, onboarding, training assignment, and cohort lifecycle management across Winter and Summer cohorts. Prioritizes actionable next steps, applies consistent tracking methods, and defines the support required from partner functions. Ensures the NCG Program is aligned with FSO management, SPO leadership, Talent Acquisition, HR, Global Mobility, Global Training, and Account team points of contact to drive successful cohort outcomes. Requires broad knowledge and experience gained through education and applied work experience. Uses professional concepts and established practices to plan, organize, and coordinate work across multiple stakeholder groups. Works on assignments of moderate scope and complexity; exercises judgment within defined practices and escalates novel or higher-risk issues to program leadership. Leads the AMNA Customer Engineer (CE) proficiency and Training Digital Checklist (TDCL) adoption program by partnering with managers, training teams, and account stakeholders to improve workforce readiness, certification compliance, onboarding effectiveness, and time-to-proficiency metrics across the region. Drives adoption through reporting, governance, coaching, and continuous improvement initiatives that enable scalable workforce growth and training visibility.

Requirements

• Bachelor's Degree - Business Administration, or related field
• This position may require standing for extended periods of time, walking, working in tight spaces, bending, squatting, twisting, kneeling, reaching, lifting, the ability to distinguish between colors, the ability to work in an environment with noise that may be difficult for some individuals with sensitivity to noise, and the use of hand and power tools.
• Additionally, because this position may involve supporting onsite onboarding-week activities, occasional standing, walking, and assisting with event logistics may be required.
• 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, which help organize cohort datasets and align program execution with AMNA hiring and retention goals.
• 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.
• 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.
• 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

• 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.

Responsibilities

• Ensures that 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, among others) are completed to allow for effectiveness and focus during later stages of cohort execution.
• Ensures that all cohort hiring, onboarding, and training milestones are completed in accordance with predetermined requirements, with specific attention to program costs, resource utilization, and timeliness for completion.
• Ensures that 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 that the utilization of all program budget and resources is carried out in an effective manner, 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, as appropriate, and ensures newly created processes are incorporated into standard program operations and disseminated to other areas as needed.
• 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 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.

Benefits

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

What This Job Offers

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