Sr. Manager, Digital PMO

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Primary Purpose: The Senior Manager, Digital PMO leads the Digital Transformation Office in Greater China to establish a scalable, agile-aligned PMO that unifies governance across digital projects, programs, and portfolios. This role ensures alignment between local execution and global standards while driving measurable business impact in all functions. The position will evolve to directly manage Individual Contributor (IC) Project Managers and serve as a strategic partner to senior leadership on digital investment, delivery health, and technology direction.

This role will report directly to VP, Digital & Technology, Tapestry Greater China

The successful individual will leverage their proficiency in Digital to...

PMO Management – Agile Operating Model & Delivery Governance

Build and scale a future-ready Digital PMO that embeds enterprise Agile principles into the fabric of digital delivery:

• Define and operationalize standardized project/program management frameworks aligned with global Agile methodologies, ensuring consistency, transparency, and speed-to-value.
• Establish lightweight governance rituals (e.g., quarterly planning, stage gates, health checks) that enable cross-functional squads to deliver predictably without bureaucracy.
• Oversee a growing team of IC Project Managers—providing career guidance, performance oversight, and capability development.
• Champion AI-augmented delivery tools to enhance forecasting accuracy, risk sensing, sprint analytics, and automated reporting.
• Act as a change agent to remove systemic delivery barriers, improve flow efficiency, and institutionalize continuous improvement practices across product and tech teams.

Portfolio Management – Prioritization, Capability Metrics & Investment Oversight

Orchestrate a transparent, value-driven portfolio of digital initiatives—anchored in strategic alignment, delivery health, and measurable capability outcomes.

• Lead end-to-end portfolio planning—including intake, evaluation, sequencing, and sunsetting—based on strategic fit, business value, capacity, and risk.
• Own capability metrics and delivery KPIs (e.g., time-to-market, scope adherence, ROI realization) to measure portfolio health and inform go-forward decisions.
• Partner with Finance and Function leaders to develop annual and quarterly CAPEX/OPEX plans for digital investments, ensuring accurate forecasting, allocation, and tracking.
• Maintain a dynamic portfolio dashboard that provides real-time visibility into spend, resource utilization, initiative progress, and outcome delivery.
• Ensure compliance with global portfolio governance standards while adapting processes to Greater China’s market dynamics and regulatory context.

Technology Strategy – Strategic Framework & Innovation-driven Culture

Establishing a strategic technology framework and fostering an innovation-driven culture in Greater China, while maintaining executive engagement and alignment with global standards:

• Define and institutionalize a clear, scalable technology strategy framework that guides digital investment, architecture choices, and capability development across brands in Greater China.
• Synthesize technical delivery insights into strategic narratives for senior leadership team and brand executives—articulating trade-offs, opportunities, and investment rationale.
• Represent Digital PMO in executive meetings, presenting portfolio performance, emerging risks, innovation pilots (e.g., GenAI use cases), and resourcing implications.
• Embed innovation as a core operating principle—championing experimentation, rapid learning cycles, and cross-functional ideation to accelerate value creation.
• Bridge business and technology leadership to ensure digital initiatives directly support commercial priorities such as customer experience, conversion, and operational excellence.
• Anticipate regional market shifts (e.g., platform ecosystem changes, localization needs) and advise on adaptive tech and delivery strategies.

The accomplished individual will possess with below:

• Proven experience in end-to-end portfolio management, including prioritization, governance, value tracking, and cross-program alignment—ideally within complex, multi-team digital or technology portfolios.
• Deep expertise in Agile frameworks (Scrum, SAFe, LeSS), with hands-on experience scaling Agile across departments or enterprises.
• Certified and practicing Scrum Coach (e.g., CSP-SM, CTC, or equivalent) — skilled in mentoring Scrum Masters, facilitating team maturity, and embedding Agile mindsets beyond ceremonies.
• Exceptional English communication skills — fluent in business and technical contexts; adept at articulating vision, influencing stakeholders, and delivering compelling narratives to C-suite and cross-functional leaders.
• Highly presentable and strategically minded: able to translate business goals into actionable Agile & delivery roadmaps; strong commercial acumen and systems thinking.
• Consulting background strongly preferred — experience working with global clients, managing stakeholder expectations, leading change initiatives, and delivering measurable outcomes in fast-paced environments.
• Practical experience leveraging AI-powered tools in Agile/PM contexts (e.g., AI-assisted backlog refinement, sprint analytics, risk prediction, automated reporting, or GenAI for coaching support)—with curiosity and pragmatism about AI’s role in enhancing delivery excellence.

Our Competencies for All Employees
Courage: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
 
Our Competencies for All People Managers
Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.    

Tapestry is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant's or employee's qualifications as they relate to the requirements of the position under the consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law.

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