Sr. Program Manager

Benefits

Parental leave

6 weeks From the posting source checked Jun 20, 2026

Non-birth-parent leave

6 weeks From the posting source checked Jun 20, 2026

Family-building benefits

• Fertility benefits: Offered From the posting source checked Jun 20, 2026
• Adoption assistance: Offered From the posting source checked Jun 20, 2026
• Surrogacy assistance: Not verified

Mental health support

Offered From the posting source checked Jun 20, 2026

Relocation assistance

Not verified

Childcare support

Offered From the posting source checked Jun 20, 2026

Learning budget

Not verified

Verification

Source-linked checked Jun 7, 2026

Salary

$116K-$160K From the posting source checked Jun 20, 2026

401(k) match

Reported from DOL Form 5500 industry filing (not employer-specific)

Was this benefit information wrong? Tell us.

Market context

U.S. role benchmark (BLS OEWS)

$61,842 U.S. median for this role

Projected growth (BLS Employment Projections)

+1.9% - Slower

123% above the BLS role benchmark for operations aggregate.

Matched to SOC 11-1021 - Operations aggregate by role bucket.

Source: U.S. Bureau of Labor Statistics, OEWS, May 2024 and Employment Projections, 2024-2034.

Role

Role function

Operations From the posting source checked Jun 20, 2026

Seniority

Senior From the posting source checked Jun 20, 2026

Schedule

Shift type

Not verified

Weekend work

Not verified

Company

Equity

Offered Verified - SEC 10-K source checked Jun 20, 2026

Application

Cover letter

Not verified

Assessment

Not verified

Deadline

Not stated

Where they hire

State eligibility is not yet verified.

About this role

Sr. Program Manager Seattle, Washington, USA The Process Path Optimization (PPO) team within the Recruiting Operations Center (ROC) is seeking a Sr. Program Manager to drive the execution and delivery of Phase 2 of the process mapping initiative - a critical program that establishes standardized hiring process paths across Global Talent Acquisition (GTA). This role is responsible for owning one of the parent process steps within the hiring lifecycle while maintaining horizontal visibility across all process paths to understand end-to-end dependencies, integration points, and cross-functional impacts. You will serve as the dedicated program owner for your assigned process domain, while leveraging broad understanding of the full hiring lifecycle to ensure consistency and alignment across all process paths. You operate independently, drive clarity in ambiguous environments, and maintain momentum across interdependent workstreams. Your work directly impacts GTA's ability to deliver the Hiring Process Path Optimizer (HPP) - a critical enterprise dependency - and enables recruiters to focus on high-value activities that yield the highest quality hires. Key job responsibilities Process Ownership & Requirements Development - Own end-to-end requirements development and research for an assigned parent process step within the hiring lifecycle, driving clarity on current-state gaps and ideal-state workflows - Maintain horizontal understanding across all process paths to identify dependencies, integration points, and opportunities for standardization - Conduct stakeholder interviews with recruiters, Recruiting Coordinators, and SMEs to gather insights, identify friction points, and document current-state processes - Translate process discovery findings into actionable requirements in partnership with technical and operational teams

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