Senior Principal Program Manager, People Operations

Job description

Our world is transforming, and PTC is leading the way. Our software brings the physical and digital worlds together, enabling companies to improve operations, create better products, and empower people in all aspects of their business. Our people make all the difference in our success. Today, we are a global team of nearly 7,000 and our main objective is to create opportunities for our team members to explore, learn, and grow – all while seeing their ideas come to life and celebrating the differences that make us who we are and the work we do possible. The opportunity As Sr Principal, People Operations Program Manager, you will be the program owner and subject matter expert for PTC’s contingent workforce, including contractors, consultants, freelancers, agency temps and statement-of-work (SOW) resources. You will define how contingent talent is requested, engaged, onboarded, managed and offboarded around the world, balancing business agility with legal compliance, cost control and a consistent worker experience. This is a senior individual-contributor role with significant influence across People, Procurement, Finance, Legal, IT and Security, and it also takes on additional People Operations programs as assigned. What you will do Contingent workforce program ownership Own the end-to-end contingent worker program strategy, operating model, policies and standards, and a roadmap that scales with the business. Define clear engagement pathways (staff augmentation, agency temps, independent contractors, SOW and managed services) with guidance for hiring managers on which to use and when. Manage the program lifecycle: requisition and approval, sourcing, onboarding, access and equipment, extensions, conversions and offboarding. Set and enforce tenure limits, assignment-end controls and conversion rules, working with Talent Acquisition and People Business Partners. Vendor, MSP and supplier management Manage a future managed service provider (MSP) and vendor management system (VMS), as well as staffing agencies and SOW suppliers, including rate cards, SLAs, scorecards and business reviews. Partner with Procurement on supplier selection, contract renewals and negotiations, preferred-supplier programs and cost-savings initiatives. Drive supplier performance through regular governance forums and corrective action plans. Compliance, risk and governance Partner with Legal and Compliance to manage worker-classification, co-employment and permanent-establishment risk, and employment, tax and data-privacy requirements in the US (federal and state, including Massachusetts) and in each country where we engage workers (including GDPR). Establish controls, audit trails and periodic reviews, and lead internal and external audits of the program, including SOX where applicable. Maintain compliment supplier background-checks, right-to-work, security-clearance, confidentiality and IP-assignment requirements for contingent workers. Systems, data and financial visibility Own contingent worker data in Workday and the a future VMS, including worker records, integrations, reconciliation and data quality, and define requirements with People Technology and IT. Partner with Finance to forecast, budget and reconcile contingent labor spend, accruals and invoices, and to report on cost-to-serve and rate trends. Build dashboards and analytics on headcount, spend, tenure, supplier performance and compliance for People, Finance and business leaders. Program and change management Lead cross-functional initiatives such as new-country launches, MSP or VMS transitions, process automation and policy rollouts, using sound program-management discipline (scope, plan, risks, communication). Streamline and automate the worker experience to remove manual steps and friction while reducing times. Create clear guides, training and communications for managers, suppliers and contingent workers. Collaborate across the People Team including People Operations Analysts to set standards for program management within People Operations. Additional responsibilities Take on other People Operations programs, projects and initiatives as assigned, including M&A integration, process improvements and cross-functional priorities. What you bring Required 12+ years of progressive experience in People operations, talent acquisition operations or workforce or program management, or managing a contingent workforce or extended workforce program for a multinational. Hands-on experience managing worker data in Workday. Proven track record leading complex, cross-functional programs end to end, with measurable improvements in compliance, cost or service quality. Working knowledge of US worker classification (IRS and Department of Labor tests), co-employment and employment-law risks, and of data privacy and audit requirements across multiple countries. Strong vendor management and commercial skills: contracts, SLAs, rate cards, scorecards and negotiation with Procurement. Strong analytical and financial skills: spend forecasting, reconciliation, dashboards and KPI reporting. Excellent communication and influencing skills, with the ability to work with senior stakeholders coupled with proven experiences working with key stakeholders including People Business Partners, Finance Partners, Legal Counsel & Procurement. Typically a bachelor’s degree in HR, Business, Operations or a related field/experiences. Ability to report into the office 3 days a week minimum Able to travel occasionally if needed Preferred Certification in program or project management (PMP or equivalent) and in process improvement (Lean Six Sigma Green Belt or higher). Certification in contingent workforce management, such as CWS (Certified Contingent Workforce Strategist) or CCWP. Experience in a software or technology company, or in a global shared services environment with colleauges in multiple regions. Experience launching or transitioning an MSP or VMS, or consolidating suppliers. Skills and strengths Program leadership: plans, sequences and delivers multi-stream programs through to measurable results. Contingent workforce expertise: understands engagement models, regulations and market practice and turns them into simple guidance for the business. Risk and compliance judgment: identifies exposure early and balances business speed with sound controls. Data-driven decision making: uses metrics and root-cause analysis to improve outcomes, because what gets measured gets improved. Continuous improvement and automation: simplifies processes and removes manual effort while protecting data accuracy. Stakeholder influence: builds trust and alignment cross People, Procurement, Finance, Legal, IT and the business. Ownership and adaptability: takes initiative, handles ambiguity, and picks up additional programs as priorities change. Integrity and discretion: handles sensitive worker, supplier and financial information with care. PTC carefully considers a wide variety of factors when determining compensation. The anticipated annual salary range for this position is between $148,000 - $222,000. The salary range reflects a good-faith estimate of compensation at the time of posting. Actual compensation may vary based on a candidate's skills, qualifications, experience, and location. Additionally, candidates may be eligible for a performance-based bonus.  Employees also have the opportunity to become a PTC shareholder through our employee share purchase program (ESPP), which allows for the purchase of discounted PTC stock. Certain roles may also be eligible for participation in our equity programs. Employees may be eligible for medical, dental and vision insurance, paid time off and sick leave, tuition reimbursement, 401(k) contributions and employer match, flexible spending accounts, life insurance, disability coverage and, if you are an office-assigned employee, a generous commuter subsidy. All total rewards and benefits programs ar