Director Capability; HR Product Management

Overview

Our Purpose

Mastercard powers economies and empowers people in 200+ countries and territories worldwide. Together with our customers, we’re helping build a sustainable economy where everyone can prosper. We support a wide range of digital payments choices, making transactions secure, simple, smart and accessible. Our technology and innovation, partnerships and networks combine to deliver a unique set of products and services that help people, businesses and governments realize their greatest potential.

Title and Summary

Director, People & Capability (HR) Product Management Mastercard’s People & Capability (P&C – aka HR) Product organization is evolving toward an integrated, value driven product ecosystem that supports an integrated, scalable employee experience across all platforms across the hire to retire journey. As part of this transformation and Mastercard’s broader M&A strategy, the P&C M&A Product domain plays a critical role in ensuring seamless people technology integration during acquisitions.

We are hiring for a Director level Product Manager to lead our end-to-end HR M&A product strategy and delivery, ensuring acquired teams and systems are effectively integrated into Mastercard’s P&C ecosystem. This leader will define the future state model for how P&C products absorb, streamline, and scale M&A activity across all product pillars.

Role Summary

As the Director of P&C Product Management for HR M&A, you will operate as the lead for the M&A product area—owning vision, strategy, roadmap, governance, and measurable outcomes. You will bring deep HR M&A integration expertise to shape scalable solutions that reduce operational risk, accelerate Day 1 readiness, and create a unified employee experience post-acquisition.

You will partner closely with Product Analysts, Engineering, HR COEs, and the IMO to design and deliver products that simplify complexity and drive long term value for the business.

Key Responsibilities

• Strategic & Product Leadership
• Own the end-to-end HR M&A product strategy across hire to retire cycle
• Define the roadmap and governance model for M&A integration activities, ensuring global scalability and cross platform alignment.
• Translate M&A playbooks and business requirements into clear product vision, user journeys, and scalable design patterns.
• Establish success metrics for integration outcomes (e.g., Day 1 readiness, harmonization speed, risk mitigation).
• HR M&A Integration Expertise
• Lead the design and delivery of HR M&A integration solutions from pre deal assessment through post Day 1 stabilization
• Assess HR technology, data, and process impact across acquisition targets and determine the optimal integration path.
• Develop reusable M&A product components, templates, and workflows to accelerate future acquisitions
• Partner with P&C Engineering to deliver any M&A related integrations, data conversion and/or code-based technical solutions
• Ensure alignment between Workday and broader HR tech stack during integration planning and execution.
• Cross Functional Leadership
• Collaborate with the IMO, P&C M&A team, Product, Engineering, HR COEs, and third party partners to drive accountability, manage dependencies, and guide integration decisions.
• Influence executive stakeholders and cross functional leaders on technology and process implications of HR M&A decisions.
• Represent P&C Product in acquisition related governance forums and readiness reviews.
• People Leadership & Capability Building
• Coach and guide Product Analysts to elevate product discipline and M&A capability.
• Champion outside in thinking by bringing market insights and M&A best practices into product strategy.

Qualifications

• Extensive experience leading HR M&A integrations, including technology harmonization, process consolidation, and data strategy.
• 8–10+ years in HR Technology, HR Product Management, or HRIS with a strong track record of driving complex, cross functional initiatives.
• Deep understanding of HR M&A lifecycle (due diligence → Day1 → integration), HR operating models, and Workday or similar HR platforms.
• Broad familiarity across HR domains (Talent Acquisition, Total Rewards, Performance, Payroll, Onboarding, etc.) to…