IBM Program Director Jobs & Careers

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4 days ago

Program Director - Research Business Development

IBM San Francisco, CA +10 locations

The successful candidate is expected to have knowledge and awareness of future trends in the technology market. They should be very familiar with new… IBM

24 days ago

Demand Programs Professional

IBM Dallas, TX +10 locations

Include: • Create and lead the creation of a wide variety of deliverables, including integrated marketing campaigns, collateral, digital & print… IBM

25 days ago

Account Director - Silverpop

IBM San Francisco, CA +11 locations

require: • An understanding of Silverpops products, services and partner solutions. • Skills in behavioral marketing, digital marketing channels… IBM

18 days ago

Governance, Risk, and Compliance Program Executive Financial Serivces Sector

IBM New York, NY +10 locations

of the Risk and Compliance Program Executive include: • Provide thought leadership and responsible for defining, establishing and maintaining a… IBM

13 days ago

Program Manager

IBM United States +2 locations

Experience in driving complex & large projects/engagements, Enterprise data warehouse /Business Intelligence & Telco domian knowledge. Good… IBM

13 days ago

Global Program Manager

IBM Dallas, TX +10 locations

• Oversees occupational health programs. • Works on special projects, provides leadership in developing and implementing health strategies… IBM

2 days ago

Program Manager - Complex Programs – new

IBM United States

IBM Global Business Services (GBS) is the world's largest consulting services organization. GBS provides clients with business transformation and… IBM

16 days ago

SAP Complex Program Manager

IBM Chicago, IL +10 locations

They are responsible for managing all project resources, including subcontractors, and for establishing an effective communication plan with the… IBM

12 days ago

Program Manager, Influencer Engagement

IBM New York, NY

This role will focus on identifying and recruiting key internal and external influencers for specific business categories, with data-driven… IBM

2 days ago

Program Manager Events Discipline – new

IBM New York, NY

• Management of complex programs in support of events marketing for World Wide deployment and adoption. • Represents the needs and priorities of… IBM

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  1. 11 people found this helpful  

    Advisory Engineer in STG, IBM

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Advisory Engineer  in  Hopewell Junction, NY
    Current Employee - Advisory Engineer in Hopewell Junction, NY

    I have been working at IBM full-time for more than 8 years


    Disclaimer: A lot of what I'm writing below of course depends on the work area and management chain. But I found this to be fairly pervasive policies in IBM in my 9+ years with the company.
    1. IBM's policies and management are very flexible when it comes to working remotely or accommodating various life situations (sick days, doctor visits, etc.). Management is encouraged to measure an employee by their work and impact, and not by hours spent at their office.
    2. Great colleagues! Though unfortunately, many have been leaving due to the instability of IBM's HW development business.
    3. At least in my area, there's a high level of flexibility on which projects should I undertake based on my and my management assessment of business impact.


    1. Unfortunately, IBM still uses the "normal distribution" rating system, where at the end of the year each employee is ranked as a top contributor (5%), above average contributor (15%), average contributor (~75%), and bottom contributor (5%). This curve is difficult to apply in the R&D world, where you may have many members of the team working long and hard hours, and end up being "average contributors" at the end of the year, because there just isn't room for all to be top contributors.

    2. The above may not be so disturbing, if only IBM didn't practically cancelled all raises, performance bonuses and incentive for the non top-performers. I've had a consistent "above average" rating in the last 4-5 years, and my raise and performance bonus were ridiculous mere 1.5-2% of my salary. Were I rated "average contributor" I would have gotten NOTHING. So you can imagine that people can go year after year without any raise to their salary.

    From talking to manager friend, this is IBM's way to eliminate the non-top-performers without having to fire them, as part of its direction of reducing US manpower.

    3. Hiring freeze in many areas - again, as part of IBM's attempt to reduce its workforce across North America and Europe we see many jobs move to the India and Far East markets. This is of course upsetting to see local teams shrink and disappear, especially when many great local IBM colleagues and experts begin to drop out. From my experience thus far working with India SW teams - they are still very far away from the standards I would have expected from US and Europe based teams.

    4. Poor top down communication about company's and divisions' future. Employees learn from rumors and news websites what's about to come...

    Advice to ManagementAdvice

    Management must keep in mind that it today's world, which is saturated with brilliant companies that hire top talent, IBM must remain competitive to attract great talent and hold on to it. In the meanwhile, we're seeing the opposite trend, where great people leave IBM for other companies, be it because of a more competitive package, dropping morale and many other reasons.

    Neutral Outlook