Description -

The Transformation Portfolio & Governance Manager will enable Global Revenue Operations to manage its transformation portfolio as one integrated system. This role will manage portfolio visibility, governance, prioritization, change control, and value realization disciplines across initiatives across and incorporating GRO. 

Reporting to the Senior Director of GRO Transformation, this individual contributor will partner with transformation program leaders, functional business owners, Finance, Enterprise Operations, Digital, solution architecture, data and insights, and management of change teams. The role will translate strategic priorities and planning commitments into an integrated portfolio of roadmap, decision-ready insights, and clear accountability

Key Responsibilities
 

Portfolio visibility and governance 

• Own and maintain the authoritative inventory of GRO transformation initiatives, including objectives, scope, owners, milestones, dependencies, investment, risks, outcomes, and benefit commitments. 

• Design and run the portfolio governance cadence, including intake, qualification, prioritization, portfolio health reviews, executive decision forums, annual refreshes, and formal closeout. 

Strategic planning and prioritization 

• Partner with Senior Director of Transformation & GRO teams to execute the tactical execution of the transformation of portfolio planning for LTP, including investment planning, scoping, workforce/capacity planning, and related portfolio planning processes. 

Change control and value realization

• Establish a formal portfolio change-control process for scope, funding, timing, ownership, KPI, workforce, savings, and value-realization changes. 

Integrated roadmap and executive insights 

• Create integrated roadmaps and dependency views that expose overlaps, sequencing conflicts, capacity constraints, boundary gaps, and opportunities for consolidation or synergy. 

• Develop executive scorecards and portfolio narratives that clearly communicate health, business outcomes, decisions required, risks, trade-offs, and corrective actions. 

• Partner with program managers to communicate Value Realization, including but not limited to: benefit baselines, track realized value, and connect delivered capabilities to revenue, margin, cash, productivity, experience, adoption, or risk outcomes. 

Communication strategy and stakeholder engagement

• Own the portfolio-level communication rhythm for GRO Transformation, including weekly program updates, executive-ready summaries, leadership intervention items, roadmap updates, achievements, next steps, and decision-required messaging. 

• Translate complex transformation activity into a clear, audience-specific narrative for senior leaders, program teams, functions, and impacted stakeholder groups, ensuring the story connects strategy, portfolio priorities, change impacts, adoption, and measurable outcomes. 

• Partner with MOC, program managers, functional owners, and communication leads to ensure program communications are coordinated, persona-based, and delivered through the right existing forums, channels, and stakeholder routines. 

• Maintain a clear communication operating model, including stakeholder maps, forum cadence, ownership of messages, review and approval paths, communication risks, and handoffs between portfolio governance, program execution, and MOC delivery. 

• Ensure major portfolio changes, delays, descopes, launches, leadership decisions, and role or operating-model impacts are communicated with the right timing, confidentiality, and stakeholder sensitivity to avoid surprises or misalignment. 

Data discipline, tools, and reusable standards

• Partner with GTM data & insights to Improve portfolio data quality and reporting discipline, using approved enterprise tools as appropriate, while reducing fragmented offline reporting. 

• Create/influence reusable portfolio playbooks, standards, templates, decision criteria, and self-service guidance that increase consistency across GRO transformation programs. 

Executive facilitation and continuous improvement

• Facilitate difficult prioritization and trade-off discussions with objective data, sound judgment, and a focus on enterprise outcomes. 

• Continuously mature the portfolio operating model based on lessons learned, leadership feedback, and changing business priorities. 

Education & Experience Recommended

• Bachelor’s degree in business, strategy, finance, operations, engineering, information systems, or equivalent practical experience; advanced degree is a plus. 

• Typically 10+ years of relevant experience in enterprise transformation, portfolio management, strategy and operations, business planning, PMO, consulting, or a related discipline. 

• Demonstrated experience managing a complex portfolio across multiple functions, regions, or business units. 

• Experience with strategic planning, investment governance, financial interlocks, benefits realization, executive reviews, and formal change control. 

• Experience operating as a senior individual contributor who influences leaders and teams without direct authority. 

Preferred Certifications
• Project Management Professional (PMP)

Knowledge & Skills

• Enterprise portfolio management, governance design, prioritization, and scenario planning. 

• Strong business and financial acumen, including investment cases, benefits, savings, productivity, and value-realization concepts. 

• Ability to translate ambiguous strategic direction into a structured operating model, roadmap, and decision process. 

• Advanced analytical skills with the ability to synthesize complex information into concise executive insights. 

• Executive communication, facilitation, storytelling, and decision-framing skills. 

• Cross-functional influence, conflict resolution, negotiation, and stakeholder management in a global matrix. 

• Working knowledge of transformation delivery, program management, management of change, process architecture, data governance, and technology dependencies. 

• Advance Experience with enterprise portfolio tools such as Smartsheet, Power BI, or comparable platforms is preferred. 

• High judgment, learning agility, resilience, and comfort operating in ambiguity. 

Impact & Scope

• Provides leadership with a single integrated view of transformation priorities, investments, execution of health, and realized value. 

• Influences portfolio decisions across GRO functions while accountability for transformation strategy and outcomes remains with the Senior Director of GRO Transformation and designated business owners. 

• Improves the quality, speed, transparency, and traceability of portfolio decisions. 

• Operates globally across a portfolio of initiatives with significant cross-functional dependencies and executive visibility. 

Complexity

• Balances competing priorities, limited capacity, changing assumptions, and multiple planning cycles. 

• Resolves ambiguity at the boundaries between programs, functions, transformation teams, Finance, Digital, and business ownership. 

• Must distinguish portfolio governance from program and project management and prevent duplication of those roles. 

• Requires independent judgment and the ability to challenge constructively while maintaining trusted partnerships. 

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Disclaimer
This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.

The pay range for this role is 175,000.00 - 190,000.00 annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.

Benefits:
HP offers a comprehensive benefits package for this position, including:

• Health insurance
• Dental insurance
• Vision insurance
• Long term/short term disability insurance
• Employee assistance program
• Flexible spending account
• Life insurance
• Generous time off policies, including;
• 4-12 weeks fully paid parental leave based on tenure
• 11 paid holidays
• Additional flexible paid vacation and sick leave (US benefits overview)

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.

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Equal Opportunity Employer (EEO) - 

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"