Sr Manager, HR Chief of Staff

Philip Morris International U.S.•Stamford, CT

5d•$149,600 - $187,000•Hybrid

About The Position

As Sr Manager, Chief of Staff (HR Program Delivery), you will serve as a strategic partner to the VP of People & Culture and Chief HR Officer U.S., helping turn priorities into action. Working across the HR organization, you will strengthen governance, lead key programs, manage the function’s operating budget, prepare leadership forums, and improve how the team works. This is a highly visible role with exposure to senior leaders across HR and PMI U.S. The role includes designing and improving the U.S. HR governance model; program-managing priority HR initiatives; managing the U.S. HR operating expense budget and forecast cycles; preparing leadership meetings and communications; supporting HR strategy and planning; and improving organizational ways of working, including through digital and AI solutions. The position is based in a hybrid work model under PMI’s Smart Work approach. The U.S. headquarters is in Stamford, Connecticut.

Requirements

Bachelor’s degree or equivalent experience.
7+ years of experience in program management, PMO, business management, or a chief-of-staff-type role, ideally within a large, matrixed organization.
Proven experience managing cross-functional programs with senior stakeholders.
Hands-on budgeting and forecasting experience, with a strong understanding of operating expenses, variance analysis, and forecast cycles.
Strong executive presentation and writing skills, with the ability to turn complex information into clear, concise materials.

Nice To Haves

Experience in People & Culture/Human Resources, strategy, consulting, or business analysis.

Responsibilities

Design, manage, and continuously improve the U.S. HR governance model, including leadership meetings, monthly reviews, quarterly business reviews, and annual planning.
Align the HR cadence with PMI U.S. governance processes so inputs, decisions, and deadlines are coordinated.
Maintain decision logs and action trackers and follow up with owners through completion.
Review governance forums regularly and simplify or consolidate forums that are no longer adding value.
Program-manage priority HR initiatives end to end, including scope, plans, owners, milestones, dependencies, and risks.
Maintain an integrated HR roadmap and provide leadership with a transparent view of progress.
Identify potential delays and risks early, challenge assumptions, and recommend a path forward.
Apply appropriate structure and discipline while avoiding unnecessary process.
Partner with Finance to manage the U.S. HR Opex budget, including monthly spend tracking, accruals, and variance analysis.
Lead HR preparation for Rolling Forecast and Operating Budget cycles, including assumptions, phasing, risks, and opportunities.
Identify budget variances early and recommend corrective actions to the VP and budget owners.
Develop business cases for key HR investments and recommend trade-offs when resources are constrained.
Own the planning calendar for key functional events, including Senior Management Team meetings, HR functional meetings, town halls, and other employee sessions.
Set content deadlines, coordinate inputs, and review materials to ensure they are clear, accurate, consistent, and focused on required decisions.
Brief the VP ahead of key meetings on messages, anticipated questions, and open issues.
Partner with Communications on messaging for the HR function and broader employee audiences.
Support the annual HR strategy and planning cycle by gathering insights, data, and external benchmarks and developing options for leadership discussion.
Translate agreed strategy into clear priorities, an integrated roadmap, and governance cadence.
Improve how the HR organization works by simplifying processes, meetings, templates, and tools, including digital and AI solutions.
Lead targeted projects assigned by the VP.