Senior Manager, Integration and Early Talent Programs

The Opportunity

The Senior Manager of Global Integration (Onboarding) and Early Talent Programs owns US Day One onsite and remote onboarding, partners with regions and local Culture, Engagement & Learning (CEL) team leads to strengthen onboarding globally, and leads intern, co-op, fellowship, and capstone programs in partnership with business sponsors. Reporting to the Director, Culture & Engagement, this role leads the team and tactical workstreams, personally facilitates onboarding sessions, and builds meaningful early talent experiences with shared program standards and support tailored to each program. This role is a close partner in developing the strategic onboarding plan and translates agreed priorities into operational objectives, work plans, and measurable results across teams. This role is hybrid and requires on-site presence in our Redwood City, HQ a minimum of 3 days per week.

Core Responsibilities

People Leadership and Program Delivery

• Lead, coach, and develop the onboarding team; set clear goals, delegate ownership, manage performance, and support career growth.
• Build a team culture grounded in accountability, inclusion, collaboration, and RevMed’s values.
• Establish operational objectives, procedures, delivery standards, and work plans.
• Manage team capacity, program resources, and spending within approved budgets, anticipating needs as hiring volume and geographic reach grow.
• Lead tactical onboarding workstreams across functions, manage dependencies and milestones, resolve complex delivery challenges, and guide teams through process changes and adoption.

US Day One Onboarding and Facilitation

• Own the quality and execution of US Day One Onboarding for onsite and remote employees, including agendas, scheduling, communications, facilitator readiness, and coordinated handoffs.
• Personally lead onboarding sessions with strong presentation and facilitation skills.
• Welcome new team members, connect them to our mission and values, encourage participation, and create an engaging experience across in-person and virtual settings.
• Take the lead in partnering with People Operations, HR Business Partners, hiring managers, IT, Facilities, and other teams to coordinate Day 1 readiness, strengthen the experience for new employees and hiring managers, and continuously improve our approach to meet business needs.

Global Partnership and Experience Design

• Partner with regional stakeholders and local CEL team leads to coordinate onboarding, clarify responsibilities, share effective practices, and establish consistent experience standards with flexibility for local culture, language, time zones, and requirements.
• Apply an employee experience and user experience (UX) mindset to onboarding journeys, presentations, communications, and resources.
• Partner closely with the Director of Culture and Engagement and Director of Corporate Learning & Development – Leading Self portfolio to create engaging learning experiences and align Day 1 materials with broader onboarding and culture learning materials.
• Gather feedback, test improvements, and simplify resources so team members can easily find, understand, and use what they need.
• Build reusable facilitator guides, templates, and tools; prepare regional partners to deliver engaging sessions and maintain current, accessible, and relevant content as the program scales.

Systems Metrics and Continuous Improvement

• Partner with People Operations and HR systems teams to improve onboarding workflows, data quality, reporting, and the employee journey across Workday and connected tools.
• Translate experience needs into requirements and support testing, rollout, and adoption.
• Own the global onboarding measurement approach in partnership with regions.
• Establish baselines, targets, reporting practices, and dashboards covering Day 1 readiness, participation, employee satisfaction, consistency of delivery, and operational efficiency.
• Analyze feedback and regional trends, identify root causes and gaps, and prioritize improvements.
• Track results over time, share insights with the Director and regional leaders, and hold workstream owners accountable for agreed actions.

Strategic Partnership and Cross Functional Influence

• Partner closely with the Director Culture & Engagement to develop the strategic onboarding plan.
• Bring employee insights, regional needs, delivery risks, and resource recommendations to inform priorities and Director-level decisions.
• Drive the approach and successful delivery of larger onboarding projects spanning multiple teams.
• Align stakeholders on objectives and tradeoffs, gain support for changes, and build scalable capabilities that support growth over the next one to two years.

Early Talent Programs

• Lead a coordinated portfolio of intern, co-op, fellowship, and capstone programs.
• Align planning, participation, and delivery standards so more departments can participate as programs scale.
• Partner with business sponsors and HR partners to define meaningful work, prepare sponsors, and coordinate onboarding, program events, and participant support.
• Tailor timing, duration, and work design to each program, and confirm experiences meet participant expectations.
• Use participant and sponsor feedback and program metrics to improve quality and organizational value.
• Partner with the Director, Culture & Engagement to regularly review and evolve the early talent portfolio as RevMed grows, identifying improvements to existing programs and opportunities for future programs.