Senior Program Manager, Officer Digital Enablement

Medtronic is a global leader in healthcare technology with a Mission to alleviate pain, restore health, and extend life. Our 95,000 employees work across more than 150 countries to put patients first — developing innovative medical technologies that improve the lives of 72+ million patients each year.

About the role

The Senior Program Manager, Officer Digital Enablement partners with the Executive Development portfolio leader to translate enterprise strategy and future-critical leadership capability priorities into measurable activation plans for executive-level leaders. This role owns the planning, execution, measurement, and continuous improvement needed to move capability priorities from strategy to application and business impact.

Current focus areas include AI transformation, digital leadership, data-driven decision making, and leading in technology-enabled environments; future priorities will evolve with enterprise strategy and executive leadership needs. This is not a traditional learning delivery or standalone program management role; it requires business acumen, executive presence, stakeholder influence, operational follow-through, measurement discipline, and a strong bias for action.

This role will be based onsite at Medtronic Operational Headquarters in Minneapolis, Minnesota or is open to other Medtronic office locations globally.

Responsibilities

• Translate enterprise strategy, executive leadership needs, and emerging business trends into capability activation plans that help VP+ leaders build and apply future-critical capabilities.
• Design and orchestrate multi-modal activation strategies that move beyond events or courses and enable leaders to build capabilities through executive experiences, tools, peer learning, coaching, business application, digital resources, reinforcement, and targeted communications.
• Integrate capability activation into executive talent systems and leadership routines, including Executive Development Plans, readiness discussions, succession planning, performance processes, and other talent management practices.
• Establish measurement strategies, feedback loops, and business reviews that evaluate capability growth, adoption, application, and business impact while identifying opportunities to scale, adapt, or discontinue interventions.
• Partner across a complex stakeholder ecosystem to align priorities, influence decisions, remove barriers, and drive enterprise adoption of executive capability priorities.
• Own operating rhythms, portfolio reviews, budgets, vendor relationships, and resource investments to ensure capability activation efforts remain aligned, well-governed, and positioned for maximum impact.
• Use data, stakeholder insights, external perspectives, and emerging trends to identify capability gaps, recommend executive-level interventions, and continuously evolve the Executive Development portfolio.
• Build executive-ready tools, resources, communications, and materials that enable leaders to apply new capabilities in the flow of work.

Requirements

• Bachelor's degree and 7+ years of experience in leadership development, executive development, organizational effectiveness, talent management, change management, business consulting, Human Resources, strategy, or a related business function.
• Experience leading and executing complex enterprise initiatives, capability-building strategies, organizational change efforts, or transformation programs.
• Experience partnering with senior leaders and executive-level stakeholders in a global or matrixed organization.
• Demonstrated experience using data, metrics, insights, and feedback mechanisms to drive decisions and measure outcomes.
• Experience influencing stakeholders and driving alignment across functions without direct authority.

Qualifications

• For Baccalaureate degrees earned outside of the United States, a degree that satisfies the requirements of 8 C.F.R. 214.2(h)(4)(iii)(A) is required.
• Advanced degree in Business Administration, Organizational Development, Human Resources, Leadership Development, Change Management, or a related discipline (preferred).
• Experience designing executive capability activation strategies tied to measurable business outcomes and leadership application (preferred).
• Experience integrating leadership capability initiatives into talent management, succession planning, or executive development processes (preferred).
• Knowledge of artificial intelligence (AI), digital transformation, future of work trends, or data-driven leadership practices (preferred).
• Experience developing executive-level communications, presentations, and decision-support materials for senior leadership audiences (preferred).

Physical Job Requirements

The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer, and communicate with peers and co-workers.

U.S. Work Authorization & Sponsorship

U.S. work authorization sponsorship (H-1B, TN, J, etc.) is offered exclusively for Principal-level roles and above, where specialized expertise aligns with long-term business needs. Roles below the Principal level require candidates to possess unrestricted U.S. work authorization at the time of hire and for the duration of employment.

Pay

Salary ranges for U.S (excl. PR) locations (USD): $147,200.00 - $220,800.00

• Germany: 106,400.00 EUR - 159,600.00 EUR
• Ireland: 103,360.00 EUR - 155,040.00 EUR
• Netherlands: 108,000.00 EUR - 162,000.00 EUR

This position is eligible for a short-term incentive called the Medtronic Incentive Plan (MIP). The base salary range is applicable across the United States, excluding Puerto Rico and specific locations in California. The offered rate complies with federal and local regulations and may vary based on factors such as experience, certification/education, market conditions, and location.

Benefits

The following benefits and additional compensation are available to regular employees who work 20+ hours per week:

• Health, Dental, and Vision insurance
• Health Savings Account
• Healthcare Flexible Spending Account
• Life insurance
• Long-term disability leave
• Dependent daycare spending account
• Tuition assistance/reimbursement
• Simple Steps (global well-being program)
• Incentive plans
• 401(k) plan plus employer contribution and match
• Short-term disability
• Paid time off
• Paid holidays
• Employee Stock Purchase Plan
• Employee Assistance Program
• Non-qualified Retirement Plan Supplement (subject to IRS earning minimums)
• Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums)

Regular employees are those who are not temporary, such as interns. Temporary employees are eligible for paid sick time, as required under applicable state law, and the Employee Stock Purchase Plan. Please note some of the above benefits may not apply to workers in Puerto Rico.