Principal Program Manager

Payrate: $60.00 - $70.00/hr.
 
Summary:
We are seeking a highly experienced Senior Principal Program Manager to report to and directly support the Head of Talent Acquisition in leading the HR workstream for a confidential, large-scale strategic initiative. This person will serve as the operational backbone of the HR workstream, establishing governance, creating structure, driving accountability, and enabling disciplined execution across multiple concurrent priorities.
The successful candidate must be able to plug in immediately with minimal onboarding. This role requires a senior practitioner who genuinely loves project and program management, can create order from ambiguity, and is comfortable operating with executives and cross-functional leaders in a fast-paced, highly confidential environment.
 
Responsibilities

• Strategic Partnership to the Head of Talent Acquisition: Serve as the primary program management partner to the Head of Talent Acquisition for the HR workstream. Translate strategic objectives into executable plans, measurable milestones, clear ownership, and decision-ready recommendations. Prepare executive briefings, presentations, status updates, meeting materials, and communications for leadership forums. Create leverage for the Head of Talent Acquisition by maintaining operational discipline, surfacing risks early, and driving follow-through.
• Program Governance and Operating Rhythm: Establish and manage the HR workstream governance model, meeting architecture, scheduling cadence, and stakeholder forums. Build and maintain a comprehensive RACI matrix that clarifies roles, responsibilities, decision rights, and escalation paths. Facilitate meetings, document decisions and actions, distribute concise recaps, and ensure owners close commitments on time. Coordinate cross-functional dependencies across HR and relevant business functions while preserving strict confidentiality.
• Integrated Planning, Milestones, and Execution: Develop and maintain the integrated project plan, detailed schedules, milestone tracker, deliverable tracker, dependency map, and critical path. Monitor progress against commitments, identify schedule or resource risks, and drive practical mitigation and recovery plans. Maintain a single, accurate view of workstream status, upcoming deadlines, decisions required, and areas needing leadership intervention. Adapt plans quickly as priorities evolve without losing accountability, documentation quality, or execution rigor.
• Decision, Action, Risk, and Issue Management: Own the decision register, action-required tracker, risk register, issue log, assumptions log, and escalation tracker. Ensure decisions are documented with owners, dates, rationale, dependencies, and required follow-up. Proactively identify blockers and facilitate resolution across stakeholders, escalating at the appropriate time and level. Create concise reporting that clearly distinguishes information updates, actions required, decisions required, risks, and milestones.
• Budget Development and Monitoring Support: Support development of the HR workstream budget, resource plan, assumptions, and supporting business cases. Monitor planned versus actual spend, commitments, forecast changes, and emerging budget risks. Partner with Finance, Procurement, and workstream owners to maintain accurate budget reporting and supporting documentation. Prepare leadership-ready financial summaries and clearly flag decisions, tradeoffs, and corrective actions.
• Tools, Reporting, and AI Enablement: Create executive-ready Microsoft PowerPoint presentations, dashboards, trackers, and decision materials. Use Microsoft Teams and SharePoint to enable disciplined collaboration, document control, meeting management, and transparent follow-through. Build and manage advanced Excel and spreadsheet-based trackers, analyses, reconciliations, and reporting tools. Apply Microsoft Copilot and other approved AI capabilities to improve meeting preparation, action capture, reporting, analysis, and workflow efficiency while following confidentiality and data-handling requirements.

 
Qualifications

• 12 years of progressive project and program management experience, including leadership of highly complex, cross-functional initiatives.
• Demonstrated experience supporting senior executives and serving as a trusted program management partner in a highly visible environment.
• Direct semiconductor and manufacturing industry experience. Candidates without both relevant industry contexts should not be advanced.
• Proven ability to establish governance, integrated plans, RACIs, milestone tracking, decision logs, action tracking, risk management, and executive reporting from the ground up.
• PMP certification in active good standing.
• Practical experience applying Agile and Scrum methods in complex programs.
• Advanced proficiency in Microsoft Teams, PowerPoint, Excel, and spreadsheet management, with the ability to produce polished executive deliverables independently.
• Demonstrated, responsible use of AI productivity tools to accelerate program management work while protecting confidential information.
• Ability to work primarily in Pacific Time and collaborate effectively with geographically distributed stakeholders.
• Exceptional judgment, discretion, written communication, facilitation, organizational discipline, and attention to detail.

 
Preferred Qualifications

• West Coast-based candidate with established availability during Pacific Time business hours.
• Advanced certification such as Certified ScrumMaster, PMI-ACP, SAFe, or PgMP.
• Experience supporting organizational readiness, workforce planning, business expansion, or large-scale transformation programs.
• Experience managing budgets, consulting or contractor spend, resource forecasts, and leadership-level financial reporting.
• Experience partnering across Talent Acquisition, HR, Finance, IT, Legal, Procurement, and Operations.
• Experience with Microsoft Project, Smartsheet, SharePoint, and dashboard/reporting solutions.

 
Skills:

• A disciplined HR workstream operating rhythm is established and consistently followed.
• The integrated project plan, milestone tracker, RACI, decision register, and action-required tracker are current, trusted, and actively used.
• Leadership has clear visibility into progress, upcoming milestones, dependencies, budget status, risks, issues, and decisions required.
• Cross-functional commitments are documented, actively managed, and closed with appropriate escalation when needed.
• The Head of Talent Acquisition has meaningful execution leverage and confidence that the workstream is organized, controlled, and moving forward.

 
Pay Transparency: The typical base pay for this role across the U.S. is: $60.00 - $70.00 /hour. Non-exempt positions are eligible for overtime at a rate of 1.5 times the base hourly rate for all hours worked in excess of 40 in a work week, or as required by state or local law. Final offer amounts, within the base pay set forth above, are determined by factors including your relevant skills, education and experience. Full-time employees are eligible to select from different benefits packages. Packages may include medical, dental, and vision benefits, health savings accounts with qualified medical plan enrollment, 10 paid days off, 3 days paid bereavement leave, 401(k) plan participation with employer match, life and disability insurance, commuter benefits, dependent care flexible spending account, accident insurance, critical illness insurance, hospital indemnity insurance, accommodations and reimbursement for work travel, and discretionary performance or recognition bonus. Sick leave and mobile phone reimbursement provided based on state or local law. 
 
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