Senior Principal Program Manager, People Operations

PTC•Boston, MA

1d•$148,000 - $222,000•Hybrid

About The Position

PTC is hiring a Senior Principal Program Manager, People Operations to own and serve as the subject matter expert for its global contingent workforce program, including contractors, consultants, freelancers, agency temps and statement-of-work resources. The role defines how contingent talent is requested, engaged, onboarded, managed and offboarded, balancing business agility with legal compliance, cost control and a consistent worker experience. This is a senior individual-contributor position with significant influence across People, Procurement, Finance, Legal, IT and Security, and includes additional People Operations programs as assigned. The role owns the program strategy, operating model, policies, standards and roadmap; manages engagement pathways, program lifecycle, suppliers and systems; and partners with relevant functions on compliance, financial visibility and governance. It leads cross-functional initiatives such as new-country launches, MSP or VMS transitions, process automation and policy rollouts. The position also creates guidance, training and communications, improves the worker experience, and may take on projects such as M&A integration and other People Operations priorities. The role requires reporting to the office at least three days a week and occasional travel if needed. The anticipated annual salary range is $148,000–$222,000, with potential eligibility for a performance-based bonus and equity programs. Employees may be eligible for medical, dental and vision insurance, paid time off and sick leave, tuition reimbursement, 401(k) contributions and employer match, flexible spending accounts, life insurance, disability coverage and, for office-assigned employees, a commuter subsidy. The position is not eligible for employment-based immigration sponsorship; applicants must be authorized to work in the United States without current or future sponsorship.

Requirements

12 or more years of progressive experience in People operations, talent acquisition operations, workforce or program management, or managing a contingent or extended workforce program for a multinational.
Hands-on experience managing worker data in Workday.
Proven record of leading complex, cross-functional programs end to end with measurable improvements in compliance, cost or service quality.
Working knowledge of US worker-classification tests (IRS and Department of Labor), co-employment and employment-law risks, and data privacy and audit requirements across multiple countries.
Strong vendor-management and commercial skills, including contracts, SLAs, rate cards, scorecards and negotiation with Procurement.
Strong analytical and financial skills, including spend forecasting, reconciliation, dashboards and KPI reporting.
Excellent communication and influencing skills and ability to work with senior stakeholders.
Experience working with key stakeholders including People Business Partners, Finance Partners, Legal Counsel and Procurement.
Typically, a bachelor's degree in HR, Business, Operations or a related field, or equivalent experience.
Ability to report to the office at least three days a week.
Ability to travel occasionally if needed.

Nice To Haves

Certification in program or project management, such as PMP or equivalent, and process improvement certification such as Lean Six Sigma Green Belt or higher.
Certification in contingent workforce management, such as CWS (Certified Contingent Workforce Strategist) or CCWP.
Experience in a software or technology company, or in a global shared services environment with colleagues in multiple regions.
Experience launching or transitioning an MSP or VMS, or consolidating suppliers.

Responsibilities

Own the end-to-end contingent worker program strategy, operating model, policies, standards and scalable roadmap.
Define engagement pathways for staff augmentation, agency temps, independent contractors, SOW and managed services, and guide hiring managers on their use.
Manage the program lifecycle, including requisition and approval, sourcing, onboarding, access and equipment, extensions, conversions and offboarding.
Set and enforce tenure limits, assignment-end controls and conversion rules in partnership with Talent Acquisition and People Business Partners.
Manage a future MSP and VMS, staffing agencies and SOW suppliers, including rate cards, SLAs, scorecards and business reviews.
Partner with Procurement on supplier selection, contract renewals and negotiations, preferred-supplier programs and cost-saving initiatives.
Drive supplier performance through governance forums and corrective action plans.
Partner with Legal and Compliance on worker classification, co-employment, permanent-establishment risk, employment, tax and data-privacy requirements in the US and other countries where workers are engaged.
Establish program controls, audit trails and periodic reviews, and lead internal and external audits, including SOX audits where applicable.
Maintain contingent-worker supplier background-check, right-to-work, security-clearance, confidentiality and IP-assignment requirements.
Own contingent worker data in Workday and a future VMS, including records, integrations, reconciliation and data quality, and define requirements with People Technology and IT.
Partner with Finance to forecast, budget and reconcile contingent labor spend, accruals and invoices, and report on cost-to-serve and rate trends.
Build dashboards and analytics on headcount, spend, tenure, supplier performance and compliance for People, Finance and business leaders.
Lead cross-functional initiatives such as new-country launches, MSP or VMS transitions, process automation and policy rollouts, applying program-management discipline to scope, plans, risks and communication.
Streamline and automate the worker experience to remove manual steps and friction while reducing cycle times.
Create guides, training and communications for managers, suppliers and contingent workers.
Collaborate with the People Team, including People Operations Analysts, to set program-management standards within People Operations.
Take on other People Operations programs, projects and initiatives as assigned, including M&A integration, process improvements and cross-functional priorities.

Benefits

Performance-based bonus eligibility
Employee share purchase program (ESPP) allowing purchase of discounted PTC stock
Potential eligibility for equity programs
Medical insurance
Dental insurance
Vision insurance
Paid time off
Sick leave
Tuition reimbursement
401(k) contributions and employer match
Flexible spending accounts
Life insurance
Disability coverage
Commuter subsidy for office-assigned employees