This is a full-time, hybrid position based in Boston. The role requires four days on-site per week (Monday–Thursday), with remote work on Fridays.
Open to candidates in Seattle, WA as well.
Why this role
Wayfair’s Talent for Technology team enables a high-performing global Technology organization through the talent systems, experiences, and operating rhythms that help technologists build skills, perform at a high bar, and grow their careers. We are hiring a highly organized, technically curious Program Manager to own the programs that make this work real at scale.
This is a high-impact, end-to-end role. You will run Technology’s learning and development portfolio; performance and promotion processes, including the Technical Review Process; and the program operations, communications, analytics, and stakeholder coordination that enable these experiences globally. You will also lead our programmatic AI and workflow-automation agenda—identifying high-value opportunities, translating them into scalable solutions with partners, and measuring the time, quality, and experience improvements they create.
The right candidate pairs exceptional program-management discipline with strong judgment, analytical fluency, and a practical orientation toward AI-enabled process improvement. They can move comfortably between a detailed operating plan, a data-driven executive update, manager training, and a working session with Technology, Talent, and Operations partners.
What you’ll do
Own Technology learning and development
- Lead the strategy, annual roadmap, and day-to-day operations for Technology’s global L&D offering, aligned to Technology priorities, skill needs, and career development.
- Build and run scalable learning experiences across onboarding, technical and AI skill development, manager enablement, career development, cohort programs, and self-service learning.
- Partner with Technology leaders, Talent Business Partners, subject-matter experts, and external learning partners to identify capability gaps, design learning solutions, and maintain a relevant, high-quality portfolio.
- Manage learning vendors, platforms, budgets/credits, contracts, participant operations, communications, and program calendars.
- Establish success measures—including enrollment, completion, learner satisfaction, knowledge or skill gain, adoption, and business impact—and use insights to improve the portfolio.
Lead performance, promotion cycle operations
- End-to-end own Technology’s performance and promotion program operations across planning, readiness, timelines, data validation, communications, office hours, manager and reviewer training, execution, reporting, retrospectives, and continuous improvement.
- Run the Promo-readiness Technical Review Process, ensuring consistent application of Technology standards, a high technical bar, strong reviewer experience, and clear process governance.
- Partner with TBPs, Technology leadership, central Talent teams, People Operations, and Recruiting to embed Technology scope, skills, and role expectations into performance, promotions, hiring, and career-development touchpoints.
- Create practical tools, training, and manager guidance that make complex processes easier to understand and execute consistently across global Technology teams.
- Surface risks, gaps, and decision points early; drive resolution and communicate clear progress, insights, and recommended actions to senior stakeholders.
Drive AI automation and operational excellence
- Own the Talent for Technology AI automation roadmap and backlog across L&D, performance, promotions, Technical Review, reporting, workforce-planning support, onboarding, and broader team operations.
- In partnership with central Learning & Development, Performance Strategy, and AI Automation Centers of Excellence across Talent and Enterprise, map current workflows, identify high-value automation opportunities, define requirements and success metrics, and prioritize work based on user impact, risk, feasibility, and return on investment.
- Partner with Technology, People Operations, data, security/privacy, and platform teams to prototype, test, launch, and scale responsible AI-enabled and workflow-automation solutions.
- Build repeatable operating mechanisms for automation intake, governance, change management, documentation, training, adoption, and measurement.
- Evaluate emerging tools and practices with a pragmatic lens; validate quality, user confidence, time savings, data/privacy considerations, and process integrity before scaling.
Strengthen the Talent for Technology operating model
- Build and maintain integrated project plans, RACI/decision logs, operating cadences, dashboards, and stakeholder communications for a portfolio of concurrent, high-priority programs.
- Coordinate the Talent for Technology team’s OKR process and Semi-Annual Business Review (SABR) updates: establish timelines and templates, collect and synthesize inputs, maintain progress reporting, identify risks and dependencies, and prepare clear leadership-ready materials.
- Partner with team leads to translate strategic priorities into measurable outcomes, maintain accountability through regular operating rhythms, and support course correction when delivery is off track.
- Deliver clear, audience-appropriate updates and recommendations to individual contributors, managers, Talent partners, and Technology leaders.
- Use quantitative and qualitative data—including process metrics, employee feedback, and stakeholder input—to diagnose issues, inform prioritization, and continuously improve the participant experience.
- Support other Talent for Technology priorities as needed, including recognition, employee listening, talent-program communications, and cross-functional change initiatives.
What you’ll need
- 5+ years of experience in program management, talent management, learning and development, people operations, HR transformation, or a related business-facing role; experience supporting a Technology or technical population strongly preferred.
- Demonstrated success owning complex, multi-stakeholder programs from strategy and design through operational execution, measurement, and iteration.
- Experience running cyclical talent processes such as performance management, promotions, calibration, talent review, learning programs, or comparable high-volume, high-stakes operations.
- Practical experience identifying, designing, launching, or improving workflow automations and/or AI-enabled processes. Ability to translate user needs into clear requirements and partner effectively with technical teams.
- Strong analytical skills and comfort working with large, imperfect data sets; advanced proficiency in Google Sheets or Excel and confidence building metrics, dashboards, and executive-ready reporting.
- Excellent written, verbal, facilitation, and change-management skills, with the ability to tailor communications for global audiences and senior leaders.
- Exceptional project-management rigor: able to manage dependencies, timelines, risks, decisions, communications, and multiple workstreams without losing sight of the employee and manager experience.
- Sound judgment and discretion when handling sensitive employee data and confidential talent decisions.
- A customer-centered, collaborative, and action-oriented approach; comfortable working independently in an ambiguous, fast-paced environment.
Preferred Qualifications
- Experience with Workday or similar HRIS/talent systems; learning experience platforms; survey tools; project-management tools; and BI/reporting tools.
- Experience with workflow-automation platforms (for example, n8n or equivalent), no-code/low-code tools, AI copilots/agents, or prompt/workflow design.
- Familiarity with responsible-AI practices, including human review, quality measurement, privacy, security, and change management.
- Experience supporting global or distributed teams across time zones.
- Experience in a technology, digital product, engineering, or other technical-function environment.
- Bachelor’s degree in Human Resources, Business, Learning & Development, Communications, Technology, or a related field—or equivalent practical experience.
Assistance For Individuals With Disabilities
Wayfair is fully committed to providing equal opportunities for all individuals, including individuals with disabilities. As part of this commitment, Wayfair will make reasonable accommodations to the known physical or mental limitations of qualified individuals with disabilities, unless doing so would impose an undue hardship on business operations. If you require a reasonable accommodation to participate in the job application or interview process, please let us know by completing our Accomodations for Applicants form.
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About Wayfair Inc.
Wayfair is one of the world’s largest online destinations for the home. Whether you work in our global headquarters in Boston, or in our warehouses or offices throughout the world, we’re reinventing the way people shop for their homes. Through our commitment to industry-leading technology and creative problem-solving, we are confident that Wayfair will be home to the most rewarding work of your career. If you’re looking for rapid growth, constant learning, and dynamic challenges, then you’ll find that amazing career opportunities are knocking.
No matter who you are, Wayfair is a place you can call home. We’re a community of innovators, risk-takers, and trailblazers who celebrate our differences, and know that our unique perspectives make us stronger, smarter, and well-positioned for success. We value and rely on the collective voices of our employees, customers, community, and suppliers to help guide us as we build a better Wayfair – and world – for all. Every voice, every perspective matters. That’s why we’re proud to be an equal opportunity employer. We do not discriminate on the basis of race, color, ethnicity, ancestry, religion, sex, national origin, sexual orientation, age, citizenship status, marital status, disability, gender identity, gender expression, veteran status, genetic information, or any other legally protected characteristic.
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