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Programme Manager Job Description

How to Hire a Programme Manager

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Programme Manager Job Description

We are looking for a goal-oriented, highly organised programme manager to join our organisation. In this position, you will supervise a programme thru completion, overseeing successful output. You will plan the programme’s goals and objectives while acting as a liaison between programme staff and senior management, and executives.

Programme Manager Duties and Responsibilities

  • Strategise and outline the goals and objectives of the programme
  • Manage the detailed day-to-day aspects of multiple projects
  • Assign project managers and teams to projects
  • Set programme controls, governance, and standards
  • Estimate and implement programme budgets
  • Monitor multiple projects thru the entire programme cycle
  • Set timelines and due dates
  • Manage and submit programme documentation
  • Coordinate and utilise resources for multiple projects in the programme
  • Communicate with project managers to address risks
  • Track programme progress
  • Solve problems and issues
  • Communicate programme objectives, goals, and progress to programme directors, executives, upper management, and stakeholders
  • Lead and mentor project team members
  • Evaluate and supervise multiple projects
  • Set objectives to maximise ROI
  • Assist team members and project managers
  • Prepare and present progress and budget reports to programme directors

Programme Manager Skills and Requirements

  • Programme Coordinator
  • Extensive experience in programme management, project management, administration, or related field
  • Proficient computer skills, experience with Microsoft Office Suite; working knowledge of programme/project management software (Basecamp, MS Project)
  • Excellent verbal and written communication skills
  • Able to multitask, prioritise, and manage time effectively
  • Knowledgeable in programme management methodology and techniques; performance evaluation and change management principles
  • Experience with compiling and following strict budgets

Personalising Your Programme Manager Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.

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