Principal, Operations & Governance Enterprise Operations (EO) – Chief of Staff Office
Description -
This is a senior individual‑contributor role for someone who thrives at the intersection of execution discipline, strategic enablement, and leadership effectiveness.
As Principal, Operations & Governance, you will sit at the center of Enterprise Operations (EO), partnering closely with and reporting to the EO Chief of Staff in support of the Chief Enterprise Operations Officer (CEOO). You will own the operating backbone that enables EO leaders to move faster, make better decisions, and stay focused on the work that matters most.
This role acts as the strategy‑to‑execution and performance enablement layer for EO — translating leadership priorities into clear plans, visible metrics, disciplined governance, and reliable follow‑through. It is designed for a force multiplier who sees ambiguity as their lane and takes pride in owning outcomes, not just contributing to them.
What You’ll Do:
Own the EO Operating System
- Run and continuously improve EO’s operating rhythm and governance, including leadership forums, materials, and decision standards.
- Own EO governance artifacts end‑to‑end: operating rhythm playbooks, escalation rules, meeting charters and templates, and the Teams/Smartsheet ecosystem that supports execution.
- Set and enforce a high quality bar for executive materials, decision framing, and follow‑through.
- Protect leadership time by shifting conversations from status to decisions, trade‑offs, and actions.
Run the EO LT BPM Forum
- Own and run the EO LT BPM forum as a primary mechanism for staying connected to what’s happening across EO.
- Use the forum to surface progress, risks, dependencies, and emerging issues across the organization.
- Ensure information flows effectively down from the Office of the CEOO and back up from the business, creating a tight feedback loop.
- Leverage BPM insights to help EO leaders prepare for upcoming leadership discussions and decision points.
Enable Executive Readiness & Follow‑Through
- Partner closely with the EO Chief of Staff and CEOO to prepare for and follow up on key leadership forums, including:
- EO LT face‑to‑faces (F2Fs)
- EO LT First Team monthly huddles and F2Fs
- Monthly extended staff meetings
- EO QFRs and other enterprise leadership reviews
- Ensure clarity on objectives, decisions, and actions before each forum — and disciplined follow‑through afterward.
- Translate leadership outcomes into clear ownership, timelines, and next steps across EO
Strategy & Operating Planning Enablement
- Design and run EO’s annual priorities and operating planning processes, including timelines, forums, templates, and readiness standards.
- Translate CEOO and EO LT priorities into a structured Annual Operating Plan, with clearly defined initiatives, owners, milestones, and review cadence.
- Ensure strategic priorities are consistently reflected across EO operating rhythm forums (BPM, QFRs, EO LT) and do not degrade into ad‑hoc tracking.
- Serve as the process owner for strategy‑to‑execution translation — while strategy definition and trade‑off decisions remain with the EO Chief of Staff, CEOO, and EO LT.
Performance Management & Visibility (“Single Pane of Glass”)
- Own EO’s performance management operating system, including the CEOO dashboard, balanced scorecards, and QFR materials.
- Create and maintain a single‑pane‑of‑glass view of EO performance, initiative progress, risks, and actions to support timely, informed leadership decisions.
- Define performance review standards (metrics, refresh cadence, insight vs. status) so forums are decision‑oriented rather than report‑oriented.
- Orchestrate inputs across Finance, HR, Digital, and functional teams — without duplicating source‑of‑truth ownership.
Drive Momentum Across EO
- Identify gaps in ownership, alignment, or execution and step in to close them.
- Drive cross‑functional initiatives from ambiguity to completion — aligning stakeholders, resolving friction, and sustaining momentum.
- Surface trade‑offs and escalate thoughtfully when decisions are required.
- Create structure where none exists and move work forward without waiting for perfect direction.
Shape Executive‑Grade Narratives
- Design and produce executive‑level content for leadership meetings, keynotes, and customer engagements.
- Translate complex business realities into clear, compelling narratives with a strong point of view.
- Maintain a substance‑first bar: insight, logic, and business understanding come before visuals.
What We’re Looking For
Experience
- Bachelor’s degree in Communications, Marketing, Business, or related field (Master’s preferred)
- 10+ years in operations, program management, consulting, strategy execution, or senior business roles.
- Proven experience running complex operating rhythms, governance mechanisms, and cross‑functional initiatives.
- Comfort operating close to senior leadership and handling sensitive, high‑stakes work.
Capabilities
Operations & Supply Chain Fluency
- Strong grounding in operations or supply chain environments, with familiarity across core performance dimensions such as service, cost, inventory, cash, and resilience.
- Working knowledge of how key supply chain and operational metrics interrelate (e.g., OTIF / DTFC, lead time, forecast accuracy, inventory days, COGS savings, excess & obsolescence, DPO / DSO).
- Ability to interpret metric movement, understand trade‑offs, and translate performance signals into insight and action — not just reporting.
Execution & Systems Thinking
- Strong systems thinker; able to connect strategy, planning, cadence, performance visibility, and execution.
- Exceptional judgment and discretion; trusted with incomplete information and tight timelines.
- Executive‑level communication skills, including the ability to shape decision‑ready narratives.
- High execution discipline — you finish what you start and raise the bar for how work gets done.
Mindset
- Ownership‑driven: you take responsibility for outcomes, not just tasks.
- Comfortable in ambiguity and energized by pace.
- Proactive, anticipatory, and continuously learning.
- Willing to flex between strategic thinking and hands‑on execution — whatever it takes to deliver.
What Success Looks Like
- EO runs with a predictable, trusted operating rhythm.
- Leaders spend more time deciding and less time chasing clarity.
- Risks and misalignment surface early — not at the eleventh hour.
- Executive forums are well‑prepared, outcome‑oriented, and followed through.
- Leadership has a trusted, single view of EO performance and initiative health.
- The EO Chief of Staff Office is seen as a force multiplier for the business.
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 $130,700 to $205,200 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
The 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.
Job -
Business Planning
Schedule -
Full time
Shift -
No shift premium (United States of America)
Travel -
Relocation -
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 HP’sEEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"
