Senior Level Integration Manager Jobs

INTRODUCTION

Revolution Medicines is a global, commercial-state oncology company dedicated to discovering, developing and delivering innovative medicines for patients with RAS-addicted cancers. Leveraging its differentiated RAS(ON) tri-complex inhibitor platform, the company is advancing a broad, integrated portfolio of oral RAS(ON) inhibitors designed to directly target the active, cancer-driving state of RAS. Founded on rigorous scientific inquiry and a willingness to challenge long-held assumptions, Revolution Medicines is committed to changing the trajectory of disease for patients with RAS-addicted cancers worldwide. Our people are united by a shared way of working: follow the science, challenge assumptions, act with urgency and hold ourselves to a high standard of rigor—all in service of patients.

THE OPPORTUNITY

At Revolution Medicines, we are committed to patients with cancers harboring mutations in the RAS signaling pathway. We are seeking an experienced people leader to build a welcoming, engaging, and scalable onboarding experience that connects new team members to our mission, values, and community. The Senior Manager of Global Integration (Onboarding) and Early Talent Programs owns US Day One onsite and remote onboarding, partners with regions and local Culture, Engagement & Learning (CEL) team leads to strengthen onboarding globally, and leads intern, co-op, fellowship, and capstone programs in partnership with business sponsors. Reporting to the Director, Culture & Engagement, this role leads the team and tactical workstreams, personally facilitates onboarding sessions, and builds meaningful early talent experiences with shared program standards and support tailored to each program. This role is a close partner in developing the strategic onboarding plan and translates agreed priorities into operational objectives, work plans, and measurable results across teams. This role is hybrid and requires on-site presence in our Redwood City, HQ a minimum of 3 days per week.

CORE RESPONSIBILITIES

People Leadership and Program Delivery:

- Lead, coach, and develop the onboarding team; set clear goals, delegate ownership, manage performance, and support career growth. Build a team culture grounded in accountability, inclusion, collaboration, and RevMed’s values.
- Establish operational objectives, procedures, delivery standards, and work plans. Manage team capacity, program resources, and spending within approved budgets, anticipating needs as hiring volume and geographic reach grow.
- Lead tactical onboarding workstreams across functions, manage dependencies and milestones, resolve complex delivery challenges, and guide teams through process changes and adoption.

US Day One Onboarding and Facilitation:

- Own the quality and execution of US Day One Onboarding for onsite and remote employees, including agendas, scheduling, communications, facilitator readiness, and coordinated handoffs.
- Personally lead onboarding sessions with strong presentation and facilitation skills. Welcome new team members, connect them to our mission and values, encourage participation, and create an engaging experience across in-person and virtual settings.
- Take the lead in partnering with People Operations, HR Business Partners, hiring managers, IT, Facilities, and other teams to coordinate Day 1 readiness, strengthen the experience for new employees and hiring managers, and continuously improve our approach to meet business needs.

Global Partnership and Experience Design:

- Partner with regional stakeholders and local CEL team leads to coordinate onboarding, clarify responsibilities, share effective practices, and establish consistent experience standards with flexibility for local culture, language, time zones, and requirements.
- Apply an employee experience and user experience (UX) mindset to onboarding journeys, presentations, communications, and resources. Partner closely with the Director of Culture and Engagement and Director of Corporate Learning & Development – Leading Self portfolio to create engaging learning experiences and align Day 1 materials with broader onboarding and culture learning materials. Gather feedback, test improvements, and simplify resources so team members can easily find, understand, and use what they need.
- Build reusable facilitator guides, templates, and tools; prepare regional partners to deliver engaging sessions and maintain current, accessible, and relevant content as the program scales.

Systems Metrics and Continuous Improvement:

- Partner with People Operations and HR systems teams to improve onboarding workflows, data quality, reporting, and the employee journey across Workday and connected tools. Translate experience needs into requirements and support testing, rollout, and adoption.
- Own the global onboarding measurement approach in partnership with regions. Establish baselines, targets, reporting practices, and dashboards covering Day 1 readiness, participation, employee satisfaction, consistency of delivery, and operational efficiency.
- Analyze feedback and regional trends, identify root causes and gaps, and prioritize improvements. Track results over time, share insights with the Director and regional leaders, and hold workstream owners accountable for agreed actions.

Strategic Partnership and Cross Functional Influence:

- Partner closely with the Director Culture & Engagement to develop the strategic onboarding plan. Bring employee insights, regional needs, delivery risks, and resource recommendations to inform priorities and Director-level decisions.
- Drive the approach and successful delivery of larger onboarding projects spanning multiple teams. Align stakeholders on objectives and tradeoffs, gain support for changes, and build scalable capabilities that support growth over the next one to two years.

Early Talent Programs:

- Lead a coordinated portfolio of intern, co-op, fellowship, and capstone programs. Align planning, participation, and delivery standards so more departments can participate as programs scale.
- Partner with business sponsors and HR partners to define meaningful work, prepare sponsors, and coordinate onboarding, program events, and participant support. Tailor timing, duration, and work design to each program, and confirm experiences meet participant expectations.
- Use participant and sponsor feedback and program metrics to improve quality and organizational value.
- Partner with the Director, Culture & Engagement to regularly review and evolve the early talent portfolio as RevMed grows, identifying improvements to existing programs and opportunities for future programs.

REQUIRED SKILLS, EXPERIENCE AND EDUCATION:

- 8+ years of progressive experience in onboarding, employee experience, employee engagement, or related HR programs, including 3+ years of direct people management with demonstrated success coaching, developing, and managing team performance.
- Demonstrated experience designing, delivering, and scaling onboarding across countries or regions, with strong understanding of how global standards and local needs work together.
- Excellent presentation and facilitation skills, with experience personally leading engaging onboarding or employee sessions for onsite and remote audiences.
- Strong employee experience and UX mindset, with the ability to translate employee needs and feedback into clear, inclusive materials and practical program improvements.
- Proven ability to lead complex projects across functions, establish operational plans, manage resources, and solve unfamiliar challenges with sound judgment and creativity.
- Experience defining program metrics, interpreting data, and demonstrating measurable improvement over time.
- Strong stakeholder influence and communication skills; ability to build regional partnerships, navigate sensitive discussions, and gain agreement on priorities and process changes.
- Demonstrated experience designing, delivering, and scaling early talent programs, such as internships, co-ops, fellowships, or capstone experiences, in partnership with business sponsors to meet participant needs and business objectives.
- Bachelor’s degree in Human Resources Management, Industrial/Organizational Psychology, or a related field, or equivalent relevant experience.

PREFERRED SKILLS:

- Strongly preferred: hands-on experience with Workday onboarding and related HR systems, including workflows, reporting, and process improvement.
- Experience scaling employee programs in a rapidly growing global organization and managing distributed teams or regional delivery partnerships.
- Experience with journey mapping, usability testing, virtual facilitation platforms, and learning or content management tools.
- Experience creating onboarding learning content for deployment through a learning management system (LMS), using authoring tools such as Articulate Rise.
- Demonstrated success building, growing, or supporting early talent programs within the life sciences industry, including internships, co-ops, postdoctoral programs, and fellowships.

COMPENSATION

- Base Pay Salary Range: $164,000 - $205,000 USD

The base pay salary range for this full-time position for candidates working onsite at our headquarters in Redwood City, CA is listed below. The range displayed on each job posting is intended to be the base pay salary range for an individual working onsite in Redwood City and will be adjusted for the local market a candidate is based in. Our base pay salary ranges are determined by role, level, and location. Individual base pay salary is determined by multiple factors, including job-related skills, experience, market dynamics, and relevant education or training. Please note that base pay salary range is one part of the overall total rewards program at RevMed, which includes competitive cash compensation, robust equity awards, strong benefits, and significant learning and development opportunities.

Revolution Medicines is an equal opportunity employer and prohibits unlawful discrimination based on race, color, religion, gender, sexual orientation, gender identity/expression, national origin/ancestry, age, disability, marital status, medical condition, and veteran status.

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Please note that Revolution Medicines does not extend unsolicited employment offers and will never ask candidates to provide financial information, purchase equipment, or pay fees as part of the hiring process. All legitimate communication from Revolution Medicines will come from an official @revmed.com email address.

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