AVP, Technical Program Management

Our Mission

Our mission is to SAVE AND IMPROVE LIVES BY EMPOWERING HEALTHCARE CONSUMERS. Come be part of remarkable.

Overview

How you can make a difference HealthEquity set out to help people build health savings for the long haul, and became the account leader doing it. Winning the assets is the next chapter. Members have to spend and invest well, with some confidence they got it right. Recent federal legislation widened who can open and fund an HSA, so the opening is bigger than it's been in years. Getting there means running a consumer app, a payments business, a marketplace, an investing product, and the employer-facing analytics that prove any of it worked. Those bets cut across product, engineering, design, data, security, operations, and sales. You'd own the space between them, where the work that matters most tends to have no obvious owner. We're changing how we plan and how we build at the same time. Quarterly planning is replacing annual commitments. Agents now write a growing share of our code, with engineers governing at checkpoints. Both changes are half finished, so your team builds the muscle while the company is already leaning on it. You'd report to VP, Strategy, Development and Planning and lead 14 technical program managers, some through a manager and some directly. Worth saying plainly: this isn't a chief of staff seat and it isn't a PMO. We don't need a reporting apparatus. We want someone who owns how decisions get made, with the standing to cut process that stopped earning its keep.

What you’ll be doing

Cross-team programs. The few initiatives that live in the gaps between teams. You're accountable for whether they land. Where there's no clear owner, you name one, and sometimes that's you.

How the company plans. Quarterly and annual planning, capacity, and how prioritization really happens. That means designing the process itself; running the calendar is the easy part. We're mid-move from annual commitments to quarterly cycles, and landing it is yours.

The operational backbone. Systems of record for what's underway and who's on it, capitalized-development tracking that survives an audit, vendor relationships. Unglamorous, and costly when it's wrong, since our systems touch protected health information, payment rails, and regulatory reporting.

Internal tooling. Our roadmap, our legacy delivery work, and our newest engineering work each live somewhere different, and nothing joins them up. Today nobody can answer "what's in flight and who's on it" without three tabs and a guess. We'd like you to build the thing that answers it.

Agents are already absorbing the mechanical middle of this job: status synthesis, tracking, and coordination on problems that are already well defined. What's left is harder and worth more - framing messy problems at the start and exercising judgment at the end. We'll measure you on whether dates hold and how quickly decisions get made. One promise on the first of those: we won't weaponize it. The moment a missed date carries consequences, estimates pad and the metric turns into theater.

• You've run a program management function somewhere with real cross-functional complexity, or you were the deputy who quietly ran it.
• Bring a process you turned around, with numbers on it. Hours, cycle time, dollars. We'll ask for the before and the after.
• You've shipped internal tooling yourself. Building earns the standing to set standards for everyone else; governing first mostly earns resentment.
• An actual point of view on where this function is heading. The candidate who worries us runs a lovely process and holds no opinion.
• You've killed a process and can tell us which one.
• You hold your own with a leadership team and with engineers, without changing the argument between rooms.
• You know how AI-native teams really work, including where the productivity claims fall apart.
• Comfort being hands-on. At this size you'd personally carry the highest-altitude work, because nobody else on the team is senior enough yet.

This is a remote position.

Salary Range

$175500.00 To $232500.00 / year

Benefits & Perks

The actual compensation offer is determined based on job-related knowledge, education, skills, experience, and work location. This position will be eligible for performance-based incentives and restricted stock units as part of the total compensation package, in addition to a full range of benefits including:

• Medical, dental, and vision
• HSA contribution and match
• Dependent care FSA match
• Uncapped paid time off
• Paid parental leave
• 401(k) match
• Personal and healthcare financial literacy programs
• Ongoing education& tuition assistance
• Gym and fitness reimbursement
• Wellness program incentives

Onboarding & Travel

This is a remote role, with an in-person onboarding training component . New team members must participate in Trailhead, HealthEquity’s immersive onboarding experience Trailhead is designed to foster meaningful connections, support your integration into the organization, and equip you with a strong understanding of our business. Trailhead participation is a key expectation of this role. Trailhead is held onsite at our headquarters once per quarter. HealthEquity covers all required travel and accommodations.

This role may begin with a virtual, self-paced onboarding experience, followed by a mandatory onsite Trailhead session at a later date .

HealthEquity is committed to providing reasonable accommodations to team members with qualifying disabilities. Should you be selected for this role and require an accommodation , we will put you in touch with our Benefits Team so you can begin the accommodation request process.

Why work with HealthEquity

HealthEquity has a vision that by2030 we will make HSAs as wide-spread and popular as retirement accounts. We are passionate about providing a solution that allows American families to connect health and wealth. Join us and discover a work experience where the person is valued more than the position.

You belong at HealthEquity!

HealthEquity, Inc. is an equal opportunity employer, and we are committed to being an employer where no matter your background or identity – you feel welcome and included. We ensure equal opportunity for all applicants and employees without regard to race, age, color, religion, sex, sexual orientation, gender identity, national origin, status as a qualified individual with a disability, veteran status, or other legally protected characteristics. HealthEquity is a drug-free workplace. For more information about our EEO policy, or about HealthEquity's applicant disability accommodation, drug-free-workplace, background check, and E-Verify policies, please visit our Careers page .

At HealthEquity, our goal is to save and improve lives by empowering healthcare consumers. This shared purpose inspires everything we do, including how we approach hiring. Our process is designed to get to know the real you: your skills, experiences, and potential to make a difference. We value honesty, originality, and the courage to do the right thing, even when it is not the easiest path. Showing up as your authentic self reflects these values and helps us build something truly remarkable together.

HealthEquity is committed to your privacy as an applicant for employment. For information on our privacy policies and practices, please visit HealthEquity Privacy .