Technology Program Manager

This is a full-time, hybrid position based in Boston. The role requires four days on-site per week (Monday–Thursday), with remote work on Fridays.

Open to candidates in Seattle, WA as well.

Why this role

Wayfair’s Talent for Technology team enables a high-performing global Technology organization through the talent systems, experiences, and operating rhythms that help technologists build skills, perform at a high bar, and grow their careers. We are hiring a highly organized, technically curious Program Manager to own the programs that make this work real at scale.

This is a high-impact, end-to-end role. You will run Technology’s learning and development portfolio; performance and promotion processes, including the Technical Review Process; and the program operations, communications, analytics, and stakeholder coordination that enable these experiences globally. You will also lead our programmatic AI and workflow-automation agenda—identifying high-value opportunities, translating them into scalable solutions with partners, and measuring the time, quality, and experience improvements they create.

The right candidate pairs exceptional program-management discipline with strong judgment, analytical fluency, and a practical orientation toward AI-enabled process improvement. They can move comfortably between a detailed operating plan, a data-driven executive update, manager training, and a working session with Technology, Talent, and Operations partners.

What you’ll do

Own Technology learning and development

• Lead the strategy, annual roadmap, and day-to-day operations for Technology’s global L&D offering, aligned to Technology priorities, skill needs, and career development.

• Build and run scalable learning experiences across onboarding, technical and AI skill development, manager enablement, career development, cohort programs, and self-service learning.

• Partner with Technology leaders, Talent Business Partners, subject-matter experts, and external learning partners to identify capability gaps, design learning solutions, and maintain a relevant, high-quality portfolio.

• Manage learning vendors, platforms, budgets/credits, contracts, participant operations, communications, and program calendars.

• Establish success measures—including enrollment, completion, learner satisfaction, knowledge or skill gain, adoption, and business impact—and use insights to improve the portfolio.

Lead performance, promotion cycle operations

• End-to-end own Technology’s performance and promotion program operations across planning, readiness, timelines, data validation, communications, office hours, manager and reviewer training, execution, reporting, retrospectives, and continuous improvement.

• Run the Promo-readiness Technical Review Process, ensuring consistent application of Technology standards, a high technical bar, strong reviewer experience, and clear process governance.

• Partner with TBPs, Technology leadership, central Talent teams, People Operations, and Recruiting to embed Technology scope, skills, and role expectations into performance, promotions, hiring, and career-development touchpoints.

• Create practical tools, training, and manager guidance that make complex processes easier to understand and execute consistently across global Technology teams.

• Surface risks, gaps, and decision points early; drive resolution and communicate clear progress, insights, and recommended actions to senior stakeholders.

Drive AI automation and operational excellence

• Own the Talent for Technology AI automation roadmap and backlog across L&D, performance, promotions, Technical Review, reporting, workforce-planning support, onboarding, and broader team operations.

• In partnership with central Learning & Development, Performance Strategy, and AI Automation Centers of Excellence across Talent and Enterprise, map current workflows, identify high-value automation opportunities, define requirements and success metrics, and prioritize work based on user impact, risk, feasibility, and return on investment.

• Partner with Technology, People Operations, data, security/privacy, and platform teams to prototype, test, launch, and scale responsible AI-enabled and workflow-automation solutions.

• Build repeatable operating mechanisms for automation intake, governance, change management, documentation, training, adoption, and measurement.

• Evaluate emerging tools and practices with a pragmatic lens; validate quality, user confidence, time savings, data/privacy considerations, and process integrity before scaling.

Strengthen the Talent for Technology operating model

• Build and maintain integrated project plans, RACI/decision logs, operating cadences, dashboards, and stakeholder communications for a portfolio of concurrent, high-priority programs.

• Coordinate the Talent for Technology team’s OKR process and Semi-Annual Business Review (SABR) updates: establish timelines and templates, collect and synthesize inputs, maintain progress reporting, identify risks and dependencies, and prepare clear leadership-ready materials.

• Partner with team leads to translate strategic priorities into measurable outcomes, maintain accountability through regular operating rhythms, and support course correction when delivery is off track.

• Deliver clear, audience-appropriate updates and recommendations to individual contributors, managers, Talent partners, and Technology leaders.

• Use quantitative and qualitative data—including process metrics, employee feedback, and stakeholder input—to diagnose issues, inform prioritization, and continuously improve the participant experience.

• Support other Talent for Technology priorities as needed, including recognition, employee listening, talent-program communications, and cross-functional change initiatives.

What you’ll need

• 5+ years of experience in program management, talent management, learning and development, people operations, HR transformation, or a related business-facing role; experience supporting a Technology or technical population strongly preferred.

• Demonstrated success owning complex, multi-stakeholder programs from strategy and design through operational execution, measurement, and iteration.

• Experience running cyclical talent processes such as performance management, promotions, calibration, talent review, learning programs, or comparable high-volume, high-stakes operations.

• Practical experience identifying, designing, launching, or improving workflow automations and/or AI-enabled processes. Ability to translate user needs into clear requirements and partner effectively with technical teams.

• Strong analytical skills and comfort working with large, imperfect data sets; advanced proficiency in Google Sheets or Excel and confidence building metrics, dashboards, and executive-ready reporting.

• Excellent written, verbal, facilitation, and change-management skills, with the ability to tailor communications for global audiences and senior leaders.

• Exceptional project-management rigor: able to manage dependencies, timelines, risks, decisions, communications, and multiple workstreams without losing sight of the employee and manager experience.

• Sound judgment and discretion when handling sensitive employee data and confidential talent decisions.

• A customer-centered, collaborative, and action-oriented approach; comfortable working independently in an ambiguous, fast-paced environment.

Preferred qualifications

• Experience with Workday or similar HRIS/talent systems; learning experience platforms; survey tools; project-management tools; and BI/reporting tools.

• Experience with workflow-automation platforms (for example, n8n or equivalent), no-code/low-code tools, AI copilots/agents, or prompt/workflow design.

• Familiarity with responsible-AI practices, including human review, quality measurement, privacy, security, and change management.

• Experience supporting global or distributed teams across time zones.

• Experience in a technology, digital product, engineering, or other technical-function environment.

• Bachelor’s degree in Human Resources, Business, Learning & Development, Communications, Technology, or a related field—or equivalent practical experience.