Technical Program Manager, Enterprise Scale

CoreWeave•Livingston, NJ

5h•$161,000 - $237,000•Hybrid

About The Position

We are hiring a Technical Program Manager, Enterprise Scale to drive some of our most important cross‑functional initiatives. In this role, you will operate as a global process owner and program lead across a rotating portfolio of work: from onboarding and mobility, to policy and controls, to expansion or M&A efforts. You will bring a consulting‑style mindset into an operating role; framing ambiguous problems, developing structured recommendations, and then driving end‑to-end execution with People, Talent, Legal, Finance, Legal, and Security. You are a connector who brings the right people together, pushes for clarity, and is comfortable having a point of view on what “good” looks like for processes, systems, and employee experience.

Requirements

5–8+ years of relevant experience, ideally including:
Management consulting, internal strategy, or business operations work with exposure to HR / People topics, and
In‑house program or process ownership for global or multi‑regional initiatives.
Demonstrated track record of owning complex, cross‑functional programs end‑to-end—framing the problem, aligning stakeholders, landing decisions, and driving execution to measurable outcomes.
A consultant’s toolkit applied in‑house:
Structured problem solving and hypothesis‑driven thinking
Quantitative comfort (service metrics, funnel analysis, back‑of‑the‑envelope modeling).
Excellent facilitation and stakeholder management skills:
Can bring the right people into the room, ensure all perspectives are heard, and still move the group to a decision.
Comfortable pushing back, proposing alternatives, and holding a strong but adaptable POV.
Experience working in high‑growth, global, or highly matrixed environments, where processes, systems, and org structures evolve quickly.
High degree of ownership and follow‑through: you see around corners, anticipate dependencies, and do not drop loose ends.

Responsibilities

Act as a global process owner for a set of priority workflows (e.g., onboarding, internal mobility, contingent workforce, policy rollout), ensuring they are well‑designed, documented, and continuously improved.
Map end‑to‑end journeys (from triggering event through systems, handoffs, and controls), identifying pain points, failure modes, and opportunities to simplify and automate.
Partner with People Operations, HRBPs, Payroll, Benefits, and regional teams to ensure processes are practical on the ground, not just theoretically correct.
Build and maintain integrated project plans, dependency maps, RAID logs, and decision records, keeping work on track across multiple teams.
Use data (service metrics, tickets, cycle time, error rates, satisfaction scores) to prioritize, make tradeoffs, and measure impact of changes.
Translate process and policy decisions into concrete systems behavior in partnership with HRIS, IT, and Security (e.g., Workday configuration, identity/access patterns, onboarding flows, integrations).
Design, document, and maintain durable playbooks, SOPs, and operating artifacts that enable processes to scale.
Take ambiguous asks (“fix onboarding”, “reduce HR tickets”, “make this process SOX‑ready”) and turn them into clear problem statements, options, and recommendations.
Bring a first principles perspective: question legacy assumptions, synthesize input from multiple stakeholders, and propose pragmatic, opinionated paths forward.
Develop frameworks and decision tools that help leaders choose between options (e.g., tradeoffs across risk, experience, speed, and effort).
Facilitate high‑stakes conversations where there are real tradeoffs or competing views; help the group converge and document the decisions and rationale.
Serve as the accountable owner for assigned programs, coordinating work across teams and acting as the central point of contact for status, decisions, and issue resolution.
Model a calm, structured, and opinionated voice that pushes for clarity and quality while staying collaborative.