Real Estate Technology Program Manager

Description -

Overview

As a Principal Real Estate Technology Program Manager at HP you will own turning workplace technology strategy into capabilities that are delivered adopted and scaled across the global real estate portfolio. This role drives a portfolio of innovative workplace and base-building technology initiatives from pilot through enterprise approval and global deployment and directly influencing how Corporate Real Estate Workforce Services (CREWS) delivers long-term goals and objectives.

As CREWS primary delivery owner and a trusted Customer Zero partner to internal product teams you will operate with a high degree of independent judgment bringing real-world requirements constraints and feedback that shape solutions designed to scale. Working at the intersection of real estate technology and enterprise governance you will reduce complexity strengthen cross-functional execution set functional policy and direction and help create a more seamless integrated employee workplace experience.

You operate with minimal direction exercising independent judgment to navigate complex trade-offs and unclear problem spaces.

You are accountable for the end-to-end delivery learning and scaling of workplace and base-building technologies across regions property portfolios and enterprise functions. By translating business priorities building trusted relationships and evaluating emerging and existing technologies you will curate a collection of initiatives and develop a clear technology roadmap. You must learn quickly make informed trade-offs and select solutions to move from site-level pilots through global rollouts. This includes ensuring smooth progression through vendor selection internal vetting (IT Cyber Privacy) deployment adoption and operational handoff.

You are not responsible for defining high-level real estate or IT strategy nor for detailed system architecture or ongoing system administration. Your value lies in disciplined execution fast learning strong cross-functional coordination and principal-level ownership of outcomes in a highly matrixed ambiguous environment.

• A rationalized governed portfolio of approved workplace and base-building technology vendors with clear pilot-to-scale and exit criteria

• Reduced time from pilot initiation to scale or exit decisions

• Predictable well-managed progression of CREWS initiatives through IT Cyber and Privacy processes

• CREWS recognized internally as a credible and valued Customer Zero for workplace and building technologies

• A maintained trusted Real Estate Technology Roadmap informing sequencing funding and delivery decisions

• Own a technology portfolio of workplace and base-building technology initiatives spanning pilots phased deployments and global real estate rollout

• Drive the delivery of integrated workplace experience platforms including employeefacing applications that unify services such as desk reservation amenities and site access into a single cohesive experience

• Simplify and expedite the adoption of workplace technology that facilitates exceptional business outcomes

• Develop maintain and communicate a Real Estate Technology Roadmap covering workplace applications and base-building systems that is updated continuously based on deployment learnings and business alignment

• Sequence initiatives to balance learning risk operational readiness and long-term scalability

• Influence real estate and workplace strategy through delivery insights and evidence-based recommendations

• Partner with internal product development teams as an active Customer Zero for workplace and building technologies

• Translate CREWS business needs into clear implementation-ready technical requirements

• Provide structured feedback based on real-world usage operational constraints and adoption patterns

• Manage global vendor relationships for real estate software and technology including vendor intake evaluation pilot governance and lifecycle decisions in conjunction with cross-functional partners

• Reduce vendor sprawl by enforcing consistent criteria for approval continuation scale or retirement

• Guide CREWS vendors through established enterprise intake review and approval processes including IT Cyber and Privacy evaluations

• Bachelors degree in engineering information systems business or a related field (Masters degree preferred)

• 812 years of experience delivering technology initiatives within corporate real estate workplace facilities or building systems environments

• Demonstrated experience managing technology implementations in large matrixed enterprises with strong governance requirements

• Proven ability to manage vendors pilots and scaled rollouts from concept through operational handoff

• Strong ability to translate business needs into clear technical and delivery requirements

• Experience with workplace technologies such as building systems workplace applications or related platforms

• Experience operating as a Product-leaning Program or Technical Program Manager

• Familiarity with enterprise IT Cyber and Privacy review processes

• Experience working with outsourced real estate or facilities service partners

• Strong executive communication and stakeholder management skills

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.

Pay and Benefits

The pay range for this role is $116150 to $171350 USD 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

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 HPsEEO Policy or read about your rights as an applicant under the law here: Know Your Rights: Workplace Discrimination is Illegal