Senior Manager HRST, Planning and Program Management

Human Resources | HR Transformation
Same job available in 26 locations

Position Summary

Senior Manager – HRST, Planning and Program Management 

Applicants or employees with disabilities must be offered any reasonable accommodations, which are necessary for them to be able to perform the essential functions of a position.

Key Role Description: 
HRST Teams will partner to reimagine how Talent fuels our businesses through innovative, customer-centric, digitally enabled talent services. The responsibilities of the HRST Planning and Program Management (PPM) team are to:

  • Drive and integrate transformational and strategic initiatives to execute against the Talent transformation roadmap
  • Deliver solutions with a focus on strategy, process, people, and stakeholder management impacts and outcomes
  • Lead delivery through project-based work, either wholly owned, in partnership with other Talent teams, or through other Deloitte collaborations (i.e., Consulting, US Innovation)
  • Collaborate with stakeholders to determine the best approach to test (POC/pilot) and implement solutions that align Talent to the business strategy

The PPM team provides solutions for our Businesses, Talent leadership, and Talent professionals through project-based work, which requires facets of innovation, critical analysis, strategic planning, collaboration, program/process design, project management, and change management. Sample projects in the portfolio for PPM have included: deployment transformation, Future of Work, PPMD Strategic Initiatives, AI/cognitive pilots, Avature implementation, reward and recognition transformation, among others.

The Sr. Manager will work closely with HRST Planning & Program Management Leader to manage the day-to-day program activities and operations for a portfolio of multiple business projects or a complex business program by implementing innovative, integrated, and practical solutions that align Talent to the firm’s strategy.  Oversees program activities to help plan, monitor and govern program schedules and resources of moderate scope, expenditure, and effect across the Talent lifecycle.  Partners with functional, geographic, and/or service line leaders to support the business and firm strategy.

Job Responsibilities:

  • Manages the development of strategic projects, current or proposed business solutions or processes, to achieve function-wide and firm wide objectives.
  • Drives the development of complex project/program objectives and work plans including, the delegation of work effort and direction of cross-functional team members over multiple program areas.
  • Directly oversees and/or manages staff of a specific business program or a portion of a large, highly complex business-related program to monitor and control program timelines and budget management.
  • Leads implementation of programs/processes/tools/designs that support key business drivers within the Channel and possibly across Channels, FSS and/or major program areas.
  • Oversees complex business analyses to support data-driven results.
  • Identifies and oversees project/program risk and issues and proposes mitigation tactics and strategies.
  • Oversees change management activities across the US Firms, including driving adoption and business engagement, training and development of project communications.
  • Acts as a spokesperson for assigned program(s) to advance the mission and goals of the program across the organization.  Leads program staff to develop program position and implementation across functional service offerings. Manages external/internal communications pertaining to programs specifics, trainings, and news.
  • Manages coordination with other teams across Talent and the Businesses, including Leaders, as appropriate, to understand project implications for other programs, projects, or processes or when subject matter expertise is required.
  • Leads the development of compelling, logically structured presentations and deliverables that will be shared at the Talent and business leadership level.
  • Maintains awareness of current business trends, operating conditions, and internal process and practices that have significant impact on Talent programs.
  • Mentors Planning & Program Management and project team members and helps build capabilities and engagement across teams and the channel.

Our people and culture

Our diverse, equitable, and inclusive culture empowers our people to be who they are, contribute their unique perspectives, and make a difference individually and collectively. It enables us to leverage different ideas and perspectives, and bring more creativity and innovation to help solve our client most complex challenges. This makes Deloitte one of the most rewarding places to work. Learn more about our inclusive culture.

Professional development

From entry-level employees to senior leaders, we believe there’s always room to learn. We offer opportunities to build new skills, take on leadership opportunities and connect and grow through mentorship. From on-the-job learning experiences to formal development programs, our professionals have a variety of opportunities to continue to grow throughout their career. Learn more about our commitment to developing our people.


As used in this posting, "Deloitte" means Deloitte Services LP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

Requisition code: 15396

SCAM ALERT

Caution against fraudulent job offers!

We have been informed of instances where jobseekers are led to believe of fictitious job opportunities with Deloitte US (“Deloitte”). In one or more such cases, false promises of actual or potential selection, or initiation or completion of the recruitment formalities appear to have been or are being made. Some jobseekers appear to have been asked to pay money to specified bank accounts of individuals or entities as a condition of their selection for a ‘job’ with Deloitte. These individuals or entities are in no way connected with Deloitte and do not represent or otherwise act on behalf of Deloitte.

We would like to clarify that:

  • At Deloitte, ethics and integrity are fundamental and not negotiable.
  • We are against corruption and neither offer bribes nor accept them, nor induce or permit any other party to make or receive bribes on our behalf.
  • We have not authorized any party or person to collect any money from jobseekers in any form whatsoever for promises of getting jobs in Deloitte.
  • We consider candidates on merit and that we provide an equal opportunity to eligible applicants.
  • No one other than designated Deloitte personnel (e.g., a Deloitte recruiter or Deloitte hiring partner) is permitted to extend any job offer from Deloitte.

Anyone who at any time has made or makes any payment to any party in exchange for promises of job or selection for a job with Deloitte or any matter related to this (including those for ‘registration’, ‘verification’ or ‘security deposit’) or otherwise engages with any such person who has made or makes fraudulent promises or offers, does so (or has done so) entirely at their own risk. Deloitte takes no responsibility or liability for any such unauthorized or fraudulent actions or engagements. We encourage jobseekers to exercise caution.