What You Can Expect
Own the strategy, roadmap, budget, and end-to-end delivery of a portfolio of technical development programs. Set objectives, milestones, KPIs, and success measures.
Define program governance and quality standards, including templates, toolkits, and sign-off processes.
Guide local program managers, review and sign off on regional program plans and changes, and facilitate cross-region best-practice sharing.
Partner with executive sponsors, senior leaders, and the Technical Career Committee to understand engineering priorities. Align programs with technical competencies, career ladders, customer engagement, and the long-term talent pipeline.
Lead enterprise-level skills needs assessments, and engineering workforce analyses grounded in business priorities, product roadmaps, and emerging areas. Translate findings into a prioritized technical training plan.
Use data to decide when to launch or scale a program and tie outcomes to business impact such as time to productivity, retention, and technical bench strength.
Design new programs and pilots from concept to scale, drawing on external best practices. Examples include certification-based competency programs and technical leadership readiness pathways.
Build and maintain the impact measurement framework, including the Technical Talent Intelligence Dashboard. Report program ROI, skill-gap trends, retention impact, and pipeline health.
Track emerging technologies, industry trends, and vendor offerings, and turn promising innovations into scalable value for the engineering community.
Mentor program managers and coordinators and shape the team's operating model and scalability.
What We're Looking For
Education and Overall Experience
Bachelor’s degree in Computer Science, Electrical Engineering or related fields and 10-15 years of related professional experience. OR Master’s degree and/or PhD in Computer Science, Electrical Engineering or related fields with 5-10 years of experience.
Solid experience managing programs in technical training, technical career development, or technical leadership programs, including ownership of a multi-program portfolio across regions and hands-on delivery of cohort planning, workshops, mentoring, and events.
Program Design and Learning Expertise
Deep understanding of learning science, instructional design, adult learning, and performance consulting, applied to technical audiences.
Track record of setting program strategy, building programs from the ground up, and scaling them globally with measurable business impact; familiar with models such as certification-based competency programs and technical leadership readiness pathways.
Has led enterprise-level skills needs assessments or engineering workforce analyses linked to business priorities and product roadmaps and turned the findings into a prioritized training plan.
Strong working knowledge of AI tools and emerging technologies for program design, content production, and analysis, with the vision to apply them at scale.
Strategy, Governance and Leadership
Trusted advisor to senior engineering leaders, with credibility earned through a deep understanding of how engineering organizations think, decide, and operate.
Experience setting governance, standards, and operating models that enable regional program managers to deliver consistent quality and developing others to lead independently.
Sound judgment in ambiguous, high-stakes situations; experience leading change and negotiating priorities among competing stakeholders to gain alignment in a matrixed, global organization.
Program Execution and Analytics
Strong business and financial acumen, including budget management, business cases, and investment trade-offs as priorities shift.
Analytical skills: turns program data, skill-gap trends, and feedback into insights that guide leadership decisions; builds an impact measurement framework and ties outcomes to business impact such as time to productivity, retention, and technical bench strength.
Proven experience as a facilitator of workshops and discussions for senior technical audiences.
Preferred
Experience at a technology or semiconductor company.
- Expected Base Pay Range (USD)
- 142,580 - 213,600, $ per annum
The successful candidate’s starting base pay will be determined based on job-related skills, experience, qualifications, work location and market conditions. The expected base pay range for this role may be modified based on market conditions.

This role is eligible to participate in Marvell's bonus and equity plans, including a new hire equity grant and annual equity refreshers, ensuring you are rewarded for your contributions and remain invested in the company's long-term success.
 Additional Compensation and Benefit Elements Marvell is committed to providing exceptional, comprehensive benefits that support our employees at every stage - from internship to retirement and through life’s most important moments. Our offerings are built around four key pillars: financial well-being, family support, mental and physical health, and recognition. Highlights include an employee stock purchase plan with a 2-year look back, family support programs to help balance work and home life, robust mental health resources to prioritize emotional well-being, and a recognition and service awards to celebrate contributions and milestones. We look forward to sharing more with you during the interview process.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.
Any applicant who requires a reasonable accommodation during the selection process should contact Marvell HR Helpdesk at TAOps@marvell.com.
Interview Integrity
To support fair and authentic hiring practices, candidates are not permitted to use AI tools (such as transcription apps, real-time answer generators like ChatGPT or Copilot, or automated note-taking bots) during interviews.
These tools must not be used to record, assist with, or enhance responses in any way. Our interviews are designed to evaluate your individual experience, thought process, and communication skills in real time. Use of AI tools without prior instruction from the interviewer will result in disqualification from the hiring process.
This position may require access to technology and/or software subject to U.S. export control laws and regulations, including the Export Administration Regulations (EAR). As such, applicants must be eligible to access export-controlled information as defined under applicable law. Marvell may be required to obtain export licensing approval from the U.S. Department of Commerce and/or the U.S. Department of State. Except for U.S. citizens, lawful permanent residents, or protected individuals as defined by 8 U.S.C. 1324b(a)(3), all applicants may be subject to an export license review process prior to employment.
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