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Change Management Review Board Lead

HP1,225 open roles

Where
Singapore, South West, Singapore
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Your applicationOpen nowChange Management Review Board LeadHP · Singapore, South West, Singapore

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The clock on this job

Early applications get read.

13.5% of postings close within 7 days. Measured by our own scanner across the market. HP postings stay open a median of 21 days.

Share of postings closed within
  1. 2.3%1 day
  2. 4.6%3 days
  3. 13.5%7 days
  4. 21.8%14 days
  5. 36.6%30 days
  6. 58.9%60 days
This job: posted today

HP median: 21 days open

The posting

Change Management Review Board Lead

Description -

HP is establishing a Change Management Review Board to strengthen governance of customer impacting changes affecting the installed base. The Change Management Board Chair will lead the Board and its governance framework, ensuring that changes are appropriately assessed, documented, reviewed, and governed before release.

This role exists to protect the customer experience while enabling business agility. The successful candidate will lead through ambiguity, drive informed and data-driven decisions, and ensure that functions bring the rigor, evidence, assessment, validation, mitigation planning, and stakeholder engagement needed to demonstrate release readiness.

This is a governance leadership role, not a traditional program management or organizational change management position. It requires strong judgment, systems thinking, process leadership, attention to detail, and the ability to influence senior leaders and cross-functional organizations without direct authority.

Role Mission

Lead HP's Change Management Review Board and governance process so customer impacting changes are evaluated, documented, traceable, and released in a controlled and recoverable manner across the product ecosystem, balancing experience risk with business outcomes.

Primary Responsibilities

Change Management Review Board Leadership

· Lead and operate the Change Management Review Board.

· Establish and maintain governance standards, operating procedures, decision frameworks, and clear expectations for participating functions.

· Maintain a fully staffed and effective Board with functional representation from Hardware, Firmware, Software, Cloud, Quality, Support, and Customer Experience.

· Communicate required expectations to functional leaders and align change management requirements with each function.

· Drive effective Board operations, accountability, and timely escalation of unresolved concerns and high impact decisions.

Release Readiness Governance

· Apply a risk-tiered assessment model in which lower-risk decisions remain within the functions, higher risk decisions require Board approval, and the highest risk decisions require executive risk acceptance.

· Ensure changes receive the appropriate level of assessment, review, validation, and stakeholder engagement based on risk.

· Require functions to provide the rigor, evidence, analysis, mitigation planning, and validation necessary to demonstrate release readiness.

· Require additional assessment, validation, or stakeholder engagement when release readiness has not been demonstrated, and hold approval until the required evidence is available.

· Ensure decisions are informed by facts, data, customer impact assessments, business considerations, and clearly identified risks.

· Ensure risk acceptance occurs at the appropriate organizational level.

Cross-Functional Risk and System-Level Impact

· Communicate change governance requirements across Hardware, Firmware, Software, Cloud, Quality, Support, and Customer Experience.

· Bring technical breadth across Firmware, Software, and Cloud, with sufficient exposure to other functions to evaluate the system-level customer experience.

· Ensure cross-functional dependencies and impacts are identified, understood, and addressed before release.

· Create visibility to customer experience risks that may not be apparent within an individual function.

· Guide Board discussions while maintaining balanced consideration of customer risk and business outcomes.

Accountability, Traceability, Documentation, and Archive

· Own governance documentation standards and ensure consistent use across the process.

· Ensure Board decisions, rationale, approvals, risk acceptance, mitigation actions, and supporting evidence are documented, traceable, and auditable.

· Maintain a centralized archive of decision records and supporting artifacts.

· Establish and maintain revision control, document control, and change history practices.

· Track mitigation commitments and make accountability clear to the responsible functions.

· Ensure governance records support accountability, organizational learning, and future investigation when issues occur.

Executive Communication and Reporting

· Communicate Board decisions, rationale, expectations, and unresolved concerns clearly to stakeholders and leadership.

· Provide outcome-oriented metrics and reporting on customer risk, change-related quality outcomes, and governance effectiveness.

· Prepare concise executive level summaries and risk briefings.

· Communicate openly and credibly with L3 and L2 vice presidents.

· Escalate barriers, capability gaps, and significant risks to the appropriate functional or executive leader.

Process Ownership and Continuous Improvement

· Own the operating process, procedures, templates, decision records, and archive supporting the Board.

· Continuously improve accountability, traceability, efficiency, and decision quality.

· Resolve barriers to process adoption and execution during all phases of implementation.

· Report outcomes and governance effectiveness as the operating model matures.

· Partner with initiative leadership on strategic direction while maintaining ownership of day-to-day governance execution and process integrity.

Critical Outcomes

Customer protection: Critical customer impacting changes receive appropriate cross-functional review before release.

Risk mitigation: Stakeholders understand identified risks and implement appropriate mitigation actions before deployment.

Risk visibility and acceptance: High risk changes receive the appropriate Board or executive visibility, decision, and risk acceptance before release.

Traceability and accountability: Board decisions, rationale, evidence, approvals, and commitments are documented, traceable, archived, and auditable.

Balanced decisions: HP balances customer experience risk with business outcomes through informed, data-driven governance.

Quality outcomes: Change related Quality gaps affecting the installed base are prevented or reduced through effective release readiness governance.

Sustainable governance: A capable, fully staffed, and effective Change Management Review Board remains in place, with a scalable governance process that is adopted and continuously improved.

Required Knowledge and Experience

Technical Breadth

· Demonstrated understanding of Firmware, Software, Cloud services, release processes, and customer facing product ecosystems.

· Exposure to Hardware, Quality, Support, and Customer Experience sufficient to assess system level impacts and customer outcomes.

· Ability to understand technical evidence, identify missing information, and determine when additional functional expertise or validation is required.

Governance and Process Leadership

· Strong experience in process management, governance frameworks, change control, configuration management, revision control, documentation management, traceability, and audit ready processes.

· Demonstrated ability to create clear standards, maintain process discipline, and make accountability visible in complex cross-functional environments.

· Experience leading governance reviews, risk discussions, release readiness reviews, or decision boards.

· Exceptional attention to detail, with a practical understanding of how document control and evidence trails create accountability and traceability.

Leadership and Communication

· Principal level leadership capability and judgment.

· Proven ability to influence functions and senior leaders without direct authority.

· Comfort and credibility communicating with Directors, L3 and L2 vice presidents.

· Excellent written, verbal, facilitation, and conflict navigation skills.

· Ability to provide clear guidance when information is incomplete, stakeholders disagree, or organizational pressure is high.

Critical Success Attributes

· Sound judgment and clear leadership in ambiguous situations.

· Risk-based thinking which balances customer experience protection with business outcomes.

· Strong systems level thinking, particularly across Firmware, Software, and Cloud.

· Process discipline, attention to detail, and commitment to document and revision control.

· Courage to raise concerns, require stronger evidence, and escalate risks when appropriate.

· Ability to set clear expectations and hold functions accountable for the quality of their own risk assessments and release readiness evidence.

· Executive presence and the ability to communicate complex issues objectively and concisely.

· Commitment to accountability, traceability, transparency, and continuous improvement.

Ideal Candidate Profile

The ideal candidate is a risk-based governance leader who provides clear leadership of the Change Management Review Board, resolves ambiguity and balances customer experience risk with business outcomes. They combine strong process and document control discipline with broad technical understanding, sound judgment, courageous leadership, and the confidence to guide complex, high visibility decisions affecting HP customers and the installed base.

Job -

Engineering

Schedule -

Full time

Shift -

No shift premium (Singapore)

Travel -

Not Specified

Relocation -

No

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’s EEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"

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