Product Owner Manager
Description -
Job Summary
The Product Owner Manager will lead the transformation of the existing Product Owner organization into a high-performing, product-centric capability. This leader will establish clear role expectations, operating practices, competency standards, career and development pathways, and measurable performance mechanisms for Product Owners.
The role will elevate the Product Owner discipline using SAFe principles and modern product-management practices while identifying responsible, practical ways to use AI to improve product discovery, backlog quality, prioritization, decision support, stakeholder communication, and team productivity.
This is both a people leadership and organizational transformation role. The successful candidate will be accountable for the collective effectiveness of the Product Owner team, the maturity of the Product Owner capability, and the sustained adoption of the new operating model.
Responsibilities
Lead the Product Owner organization
· Provide direct leadership, direction, coaching, and development for the Product Owner team.
· Establish clear outcomes, expectations, accountabilities, and performance measures for Product Owners.
· Build an inclusive, accountable, and continuously improving team culture.
· Conduct regular performance, development, talent, and succession discussions.
· Identify capability gaps and create individual and team development plans.
· Ensure Product Owners have the skills, context, authority, and support required to make effective product decisions.
· Address role ambiguity, inconsistent practices, and barriers that prevent Product Owners from operating effectively.
Define and elevate the Product Owner discipline
· Define the Product Owner mandate, role expectations, decision rights, interfaces, and accountability model.
· Create and maintain a Product Owner capability and competency framework.
· Establish consistent Product Owner practices while preserving appropriate flexibility across products.
· Develop role-based learning, coaching, onboarding, and accreditation pathways.
· Establish a Product Owner community of practice and mechanisms for sharing learning, patterns, and reusable assets.
· Build scalable playbooks, tools, templates, and guidance for effective product ownership.
· Partner with Product Management and Engineering leaders to clarify the relationship between Product Managers, Product Owners, Engineering Managers, architects, delivery roles, and other stakeholders.
Advance SAFe and product-centric ways of working
· Adapt and embed relevant SAFe principles and practices across the Product Owner organization.
· Strengthen the connection from product strategy and roadmaps through prioritization, planning, backlogs, execution, delivery, and outcome measurement.
· Improve Product Owner effectiveness in PI Planning, backlog management, iteration planning, stakeholder engagement, dependency management, and review of delivered outcomes.
· Partner with Product, Engineering, Portfolio, and Product Operations leaders to establish effective planning and operating cadences.
· Assess current maturity and create a pragmatic roadmap for capability improvement.
· Balance framework consistency with the needs and maturity of individual products and teams.
Enable responsible use of AI
· Define priority use cases for AI within Product Owner workflows.
· Help Product Owners use AI to improve research synthesis, backlog preparation, requirements quality, prioritization analysis, meeting preparation, stakeholder communications, and knowledge discovery.
· Establish practical guidance, reusable workflows, and enablement for secure and responsible AI use.
· Partner with relevant security, privacy, legal, technology, and governance stakeholders when introducing AI-enabled practices.
· Track whether AI adoption results in meaningful improvements to quality, cycle time, decision-making, or team capacity.
· Maintain human accountability for product decisions and customer outcomes.
Drive organizational change and adoption
· Develop and execute the change strategy for the Product Owner capability transformation.
· Build awareness of why the Product Owner role is changing and what the change means for Product Owners, Product Managers, Engineering teams, and leaders.
· Engage Product Owners in shaping the future model and identifying barriers to adoption.
· Equip leaders and people managers to reinforce the new expectations consistently.
· Sequence communications, learning, coaching, and implementation according to organizational readiness.
· Use feedback, maturity assessments, retrospectives, and adoption measures to refine the approach.
· Establish reinforcement mechanisms that make the new practices part of day-to-day work rather than a one-time transformation effort.
Measure capability health and business impact
· Define a balanced measurement framework covering capability maturity, adoption, product flow, predictability, quality, engagement, stakeholder confidence, and business or customer outcomes.
· Establish transparent mechanisms for reviewing Product Owner team effectiveness.
· Use qualitative and quantitative evidence to identify systemic issues and recommend improvements.
· Ensure measures encourage the right behaviors and are not limited to activity or output metrics.
· Report progress, constraints, decisions, and outcomes to the appropriate leadership forums.
Leadership accountabilities
· The role will be accountable for:
· Performance and development of the Product Owner team.
· Clarity and consistent application of the Product Owner role.
· Maturity and sustainability of the Product Owner capability.
· Adoption of fit-for-purpose SAFe and product-centric practices.
· Effectiveness of Product Owner interfaces with Product Management, Engineering, and Product Operations.
· Responsible adoption of AI-enabled Product Owner workflows.
· Evidence that the capability is improving product decisions and customer or business outcomes.
Qualifications Required
· Significant experience leading Product Owners, Product Managers, business analysts, agile practitioners, or comparable product-delivery roles.
· Demonstrated experience defining or transforming Product Owner roles, practices, or capability models.
· Experience leading people, including setting expectations, coaching, developing talent, and managing performance.
· Strong understanding of product-centric operating models and the relationship between strategy, discovery, prioritization, delivery, and outcomes.
· Applied experience with agile product delivery and scaled planning environments.
· Experience leading organizational change across multiple teams and stakeholder groups.
· Ability to partner effectively with senior leaders across Product, Engineering, Operations, and other functions.
· Experience creating competency frameworks, assessments, learning pathways, coaching programs, or communities of practice.
· Strong facilitation, communication, stakeholder management, and conflict-resolution skills.
· Ability to use evidence and metrics to assess capability maturity and guide improvement.
· Demonstrated ability to lead through ambiguity and translate strategy into practical operating mechanisms.
Preferred
· SAFe certification or substantial applied experience in a SAFe environment.
· Product Owner/Product Manager, product management, agile coaching, or Scrum certification.
· Change-management certification or equivalent transformation experience.
· Experience leading the transition from project-centric to product-centric ways of working.
· Experience building or scaling Product Owner or Product Management capabilities.
· Experience with organizational design, role clarification, and career-path development.
· Experience implementing AI-supported product management or Product Owner workflows.
· Experience working across global, distributed, or cross-functional organizations.
· Experience introducing capability and maturity measures that connect team practices to business outcomes.
Leadership attributes for the successful candidate will:
· Set clear direction while involving the team in shaping how the capability evolves.
· Combine strategic thinking with hands-on coaching and implementation.
· Develop internal capability rather than creating dependency on the leader.
· Address performance and accountability directly, constructively, and consistently.
· Build trust across Product and Engineering while being willing to challenge unclear ownership or ineffective practices.
· Apply frameworks pragmatically rather than treating framework compliance as the objective.
· Demonstrate curiosity and sound judgment in the use of emerging AI capabilities.
· Communicate change with transparency, empathy, and credibility.
· Focus teams on customer and business outcomes, not simply process completion.
Suggested success outcomes
· These should be finalized after a baseline assessment rather than converted immediately into arbitrary numerical targets.
Initial outcomes
· Product Owner mandate, decision rights, and key interfaces are defined and agreed.
· Current Product Owner capabilities and operating practices are assessed.
· Target capability model and transformation roadmap are established.
· Product Owners understand why the role is changing and what will be expected.
· Priority AI use cases and responsible-use guardrails are identified.
Capability-building outcomes
· Competency framework and development pathways are operating.
· Product Owners receive structured coaching and applied learning.
· Community practice and knowledge-sharing mechanisms are active.
· Consistent standards exist for product backlogs, planning readiness, stakeholder engagement, and outcome measurement.
· Leaders reinforce the Product Owner mandate consistently.
Sustained outcomes
· Product Owners demonstrate greater ownership and decision-making effectiveness.
· Product strategy, roadmaps, prioritization, backlogs, and delivery are more visibly connected.
· Product and Engineering stakeholders experience greater clarity in accountability and interfaces.
· AI-enabled practices produce demonstrable improvements without weakening human accountability.
· Capability and performance improvements are reinforced through ongoing leadership, measurement, coaching, and recognition
Disclaimer
• This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.
About HP
HP creates new possibilities for technology to have a meaningful impact on people, businesses, governments and society. A Fortune 500 Company, HP brings together a portfolio that spans printing, personal computing, software, services and IT infrastructure to serve more than 1 billion customers in over 170 countries on six continents. HP invents, engineers, and delivers technology solutions that drive business value, create social value, and improve the lives of our clients. HP Canada’s Talent Acquisition processes involve the use of technology, including but not limited to, artificial intelligence (AI) tools, to support the screening, assessment, and selection processes. These tools are designed to enhance fairness and efficiency, and all hiring decisions are reviewed by our recruitment team to ensure alignment with HP’s hiring standards and applicable Provincial employment laws. This job posting is for an existing vacancy or a position expected to become vacant in the near future.
Compensation and Benefits
The on-target earnings (OTE) range for this role is $140,350 to $190,850 CAD annually . Pay within this range will be based on the review of experience, skills, and internal equity.
As a full time, employee of HP Canada, you will be eligible to participate in the company's group benefit programs, including medical, dental, life insurance, and disability coverage, subject to the terms and conditions of the applicable plans. During your employment term, you will receive 15 paid vacation days per year prorated based on your start date. Detailed information regarding benefits - will be provided upon hire and is subject to the terms and conditions of the applicable plans.
Equal Opportunity Employer:
HP Canada is an equal opportunity employer. We welcome the many dimensions of diversity. Upon request by qualified candidates, accommodation of special needs may be considered during all stages of the selection process within the framework of the HP Accommodation Policy. If you need assistance in filling out the employment application or require a reasonable accommodation while seeking employment, please e-mail canadaaodaofficer@hp.com. Note: This option is reserved for applicants needing a reasonable accommodation related to a disability. In order to satisfy our contractual obligations with clients, the successful candidate will be required to pass a basic, standard Criminal Records check. You will also be required to sign off on HP's Confidentiality, Non-Solicitation and Conflict of Interest Agreement.
Job -
Software
Schedule -
Full time
Shift -
No Shift premium (Canada)
Travel -
Relocation -
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"
