ENTERPRISE PROGRAM MANAGER

Psychological Assessment - Lutz, FL 33549

• Position Type: Full Time

Job Summary:

The Enterprise Program Manager exists to drive complex, cross-functional initiatives toward their intended business outcomes, coordinating work across any combination of departments where no single function has the authority or visibility to deliver alone. This role has the organizational mandate to surface missed commitments, unresolved dependencies, resource constraints, and decision gaps to functional and executive leadership, and to drive timely resolution. The Enterprise Program Manager is also accountable for the health of the enterprise initiative portfolio as a whole - assessing organizational capacity, surfacing competing priorities and sequencing conflicts, and recommending which initiatives should start, stop, continue, or be reprioritized. Functional leaders retain accountability for departmental deliverables and resources; this role owns cross-functional orchestration, dependency management, enterprise visibility, and escalation.

Supervisory Responsibilities

Single hire initially, as an individual contributor. This role may take on management of staff or contractors as enterprise initiative volume grows.

Essential Functions of this position include, but are not limited to:

1. Cross-Functional Orchestration and Execution

• Drive named enterprise initiatives toward their intended business outcome, coordinating interdependent work across any combination of departments.
• Identify and resolve cross-functional dependencies and blockers before they threaten delivery; escalate to functional or executive leadership when resolution requires a decision outside this role's authority.
• Maintain enterprise-level visibility into initiative status, sufficient for leadership to identify which initiatives require intervention without departmental-by-department follow-up.
• Facilitate governance structures - steering committees, sponsor check-ins, decision logs - as needed to keep initiatives moving, sized to the complexity of the initiative rather than applied uniformly.

1. Portfolio Health and Prioritization

• Assess organizational capacity against the current and proposed initiative load, and flag when commitments exceed capacity to deliver.
• Surface competing priorities and sequencing conflicts across initiatives and recommend resolution.
• Identify stalled or at-risk initiatives and bring forward a recommendation to start, stop, continue, or reprioritize.
• Proactively challenge whether the organization is pursuing the right initiatives, at the right time, with the capacity to deliver them - and bring that judgment forward to functional and executive leadership, even when it is not welcome.

1. Enterprise Visibility and Reporting

• Maintain portfolio-level reporting for executive leadership, including dashboards spanning Monday.com and Azure DevOps/Jira.
• Own the governance model, architecture, and adoption standards for enterprise initiative tracking - defining what is tracked, how, and by whom.

1. Enterprise Tracking Governance (Monday.com)

• Own governance, architecture, standards, and adoption of Monday.com as the enterprise tracking tool - deciding what fields, boards, and update cadences are required for an initiative to be properly tracked and driving contributor adoption of that standard.
• Tactical administration - board creation, permissions, field maintenance, day-to-day troubleshooting - sits elsewhere in the organization or is delegated and is not part of this role's responsibilities.
• Functional leaders retain accountability for the accuracy of their own department's deliverables, status, and resource commitments as reflected in the tool; this role owns the governance model and standard, not verification of every department's individual inputs.

1. Organizational Mandate and Boundary with Functional Leadership

• Hold the organizational mandate to surface missed commitments, unresolved dependencies, resource constraints, and decision gaps to functional and executive leadership, and to drive timely resolution.
• Functional leaders retain accountability for departmental deliverables and resources; this role owns cross-functional orchestration, dependency management, enterprise visibility, and escalation, and does not assume ownership of departmental execution, staffing decisions, or technical delivery within any single function.

Required Skills/Abilities:

• Stakeholder Management and Influence Without Authority: Drives commitments from functional leaders across departments this role does not manage, given the structural authority gap inherent to enterprise coordination.
• Portfolio-Level Judgment: Assesses organizational capacity, sequencing, and priority trade-offs, and brings forward a recommendation rather than simply reporting status.
• Governance and Steering Committee Facilitation: Stands up and runs governance structures sized appropriately to initiative complexity, securing and sustaining engagement from named sponsors.
• Executive Communication: Translates operational detail into concise executive summaries, and translates strategic direction back down to contributors.
• Leading Through Ambiguity: Operates effectively in a role with no existing internal playbook; creates structure where none currently exists.
• Diplomatic Persistence: Repeatedly follows up with peers and senior stakeholders in other departments without formal reporting-line leverage.
• Demonstrate proficiency in leveraging artificial intelligence tools responsibly and effectively, adhering to organizational AI governance policies and guidelines while actively applying AI-assisted capabilities to enhance productivity, decision quality, and work outcomes.

Qualifications

Education and Experience:

Required

• 7-10+ years in program or project management, including 3-5+ years managing cross-functional or enterprise-level initiatives, not single-team delivery.
• Demonstrated experience operating within or building a formal enterprise or portfolio-level PMO function.
• Track record coordinating across multiple functions - Product, IT, Finance, Sales, Marketing, or Operations - rather than within a single department.
• Experience operating in a lean, resource-constrained organization, comfortable without a large supporting team.
• Demonstrated track record of influencing executive stakeholders and driving cross-functional alignment on strategic priorities without formal authority over the teams involved.

Preferred

• PMP (Project Management Professional) or PgMP (Program Management Professional) certification.
• Change management certification (e.g., Prosci/ADKAR), relevant to adoption heavy initiatives.
• Experience with systems or tooling migrations, given anticipated initiatives such as CRM consolidation.
• Prior experience managing direct reports or contractors, relevant to future scaling of this function.
• Familiarity with psychological assessment, healthcare, or SaaS/EdTech domains, though not essential.

Work Environment:

• Status: Exempt, Hybrid, Full-Time [assumption - confirm against PAR standard terms].
• Location: Tampa, FL (hybrid; minimum 3 days/week in-office) [assumption - confirm against PAR standard terms].
• Travel: Limited, primarily for cross-departmental or executive working sessions [assumption - percentage to be confirmed].