TASC

Director

• Evolve and execute on Mastercard’s global talent attraction strategy, aligning employer branding, recruitment marketing, and candidate engagement to enterprise hiring priorities, and showcasing Mastercard as a premier career destination.
• Translate business and workforce plans into scalable, insight-driven attraction strategies across technology, product, sales, consulting, and early career talent.
• Set annual priorities, roadmaps, and success metrics for the team, ensuring clarity, focus, and measurable impact.
• Lead, coach, and develop your global team of recruitment marketers.
• Establish clear roles, goals, and performance expectations, fostering accountability and growth.
• Build strong succession, capability development, and career pathways within the team.
• Serve as a trusted advisor to senior talent acquisition leaders and stakeholders globally.
• Partner with regional and functional leaders to tailor attraction strategies to local market needs, while maintaining global brand consistency.
• Collaborate with Communications, Employer Brand, Marketing, and other key stakeholders to ensure alignment across platforms, messaging, and design.
• Oversee global recruitment marketing campaigns across digital, social, CRM, events, paid media, and career site channels.
• Ensure employer brand storytelling is authentic, inclusive, data-informed, and reflective of Mastercard’s culture, values, and global impact.
• Guide content strategy including job family narratives, location-based storytelling, employee stories, and campaign assets.
• Own attraction performance metrics, dashboards, and reporting across awareness, engagement, conversion, and pipeline quality.
• Use insights to continuously optimize campaigns, channels, messaging, and investment decisions.
• Set standards for experimentation, A/B testing, and evidence-based decision-making across the function.
• Establish scalable processes, playbooks, and best practices for recruitment marketing globally.
• Assist in managing budgets, vendor relationships, and agency partnerships to maximize ROI and impact.
• Ensure strong governance, brand consistency, and compliance across all attraction activities.

Director, Global Talent Attraction

Product Manager

• Develop and maintain up-to-date consumer and market insights and intelligence to identify PLS/CVP opportunities globally.
• Support the relevant research activities that inform both the current and future credit products at a global, regional, or country level that will enhance existing product lines.
• Support the development and management of the product governance framework and forum.
• Lead the effort in managing and enhancing product operations and core product requirements globally by partnering with key functional stakeholders such as legal, compliance, franchise, and engineering etc.
• Support the development of differentiated value propositions to meet the current and emerging needs of consumers and customers; identify critical internal and external benefits and platforms that will be required to fulfill the end value proposition, including the definition of a Minimum Viable Product.
• Work with the regional product teams to execute against the global PLS/credit product strategy, including but not limited to ensuring ongoing CVP modernization/optimization, providing PLS toolkits, and more.
• Support the development of internal and external product narratives, including FSMs, by partnering with product marketing and regional product teams.
• Support account teams to win high-priority deals and manage critical customer engagements by developing and delivering competitive product responses in collaboration with regional and functional stakeholders.

Director, Product Management

Recruitment

• Manage the onboarding product domain – helping with vision, strategy, roadmap, governance, and measurable outcomes.
• Lead the end-to-end-to-end onboarding product strategy - one that connects seamlessly to the overall talent attraction experience while ensuring a compliant process and measurable outcomes.
• Define the roadmap for talent onboarding innovation and implementation, ensuring global scalability and cross platform alignment.
• Reconcile and translate our onboarding strategy and business requirements into clear product vision, user journeys, and scalable design patterns.
• Establish success metrics for tech enabled outcomes (e.g., Time to Fill, Time to productivity, etc.).
• Lead the design and delivery of onboarding solutions in close partnership with TA Delivery, TA Operations, and TA Leadership.
• Understand the onboarding and talent acquisition technology landscape, assess product options, and recognize potential complexities (e.g. approvals, risks, data quality etc.).
• Develop reusable onboarding product components, templates, and workflows to accelerate future product and/or feature innovations.
• Partner with P&C Engineering to deliver any onboarding related integrations, data conversion and/or code-based technical solutions.
• Ensure alignment between Workday and broader HR tech stack during integration planning and execution.
• Collaborate with GTA, 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, approval, and process implications.
• Represent P&C Product in onboarding and/or talent acquisition forums and readiness reviews.
• Provide coaching and guidance to Product Analysts to enhance the overall product discipline, as well as strengthen capabilities in onboarding processes.
• Champion outside in thinking by bringing market insights and GTA best practices into product strategy.

Manager, People & Capability – Product Management, Recruiting & Onboarding

• Own the end-to-end talent attraction & recruiting product strategy - one that connects seamlessly to onboarding.
• Define the roadmap and governance model for talent attraction & recruiting innovation and implementation, ensuring global scalability and cross platform alignment.
• Reconcile and translate GTA strategy and business requirements into clear product vision, user journeys, and scalable design patterns.
• Establish success metrics for tech enabled GTA outcomes (e.g., Time to Fill, Time to Hire etc.).
• Lead the design and delivery of talent attraction & recruiting solutions in close partnership with TA Delivery, TA Operations, and TA Leadership.
• Understand the talent attraction and recruiting technology landscape, assess product options, and recognize potential complexities (e.g. approvals, risks, data quality etc.)
• Develop reusable talent attraction & recruiting product components, templates, and workflows to accelerate future product and/or feature innovations.
• Partner with P&C Engineering to deliver any talent attraction & recruiting related integrations, data conversion and/or code-based technical solutions.
• Ensure alignment between Workday and broader HR tech stack during integration planning and execution.
• Collaborate with GTA, 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, approval, and process implications.
• Represent P&C Product in talent attraction & recruiting forums and readiness reviews.
• Provide coaching and guidance to Product Analysts to enhance the overall product discipline, as well as strengthen capabilities in talent attraction, recruitment, and onboarding processes.
• Champion outside in thinking by bringing market insights and GTA best practices into product strategy.

Director, People & Capability – Product Management

Customer Success Manager

• As a Regional Customer Success Manager for Services, you will support the development and delivery of strategic priorities within the region.
• The candidate will focus on ensuring the priority customers and segments they work with experience positive change through more effective use of Services network products.
• The Manager will work closely with cross-functional teams including Network Services, Account Management, Sales, Product, Technical Account Managers and support/delivery teams to realize the full value proposition of Mastercard Network Products on behalf of the customer.
• Customer Engagement: Cultivate a strong customer partnership through a deep understanding of their business and managing customer health and value realization during network product launch and post-sale.
• Identify optimization opportunities for customers with the goals of driving customer value and enhanced strategic goals through our products.
• Articulate key performance indicators related to cost, performance and optimization and the insights associated with them.
• Growing the Business: Leverage Mastercard Services’ offerings to achieve customer goals and realize value propositions of Mastercard products.
• Identify opportunities for additional Mastercard products to create greater value potential for customers and enhance impact of Network Product offerings.
• Ability to evaluate business models, partnerships, and agreements ensuring product business cases are financially viable and supported by solid data.
• Technical & Program Readiness: Develop training materials, thought leadership, and customer-facing playbooks that can be scaled internally and externally to support customer priorities and Customer Success value proposition.
• Translate complex technical capabilities into effective solutions that address customer needs in a clear and customer-centric manner.
• Gather and report customer feedback on product gaps and pain points. Use stakeholder insights to refine value propositions and improve products.

Manager, Customer Success

People Operations

• Own timely execution of day‑to‑day People Strategy deliverables for the Services business, ensuring exceptional follow‑through and partnership with PBPs and business stakeholders
• Manage cyclical people processes (Talent, Compensation, Performance Calibration, Organizational Health Inputs) with strong attention to detail, anticipating needs and ensuring readiness across leaders and teams
• Serve as the operational anchor for the PBP team—driving clarity, timelines, coordination, and quality in deliverables
• Support organizational effectiveness and change initiatives, including structure design, transitions, and leadership team enablement
• Help build executive‑ready materials, narratives, and analyses for senior PBPs and business leaders
• Manage discreet, sensitive workstreams with high confidentiality and sound judgment
• Conduct analysis across headcount, cost, attrition, hiring, talent, and engagement data to translate findings into actionable insights for PBPs and business leaders
• Partner with People Analytics and Finance teams to prepare data packs, track key metrics, and proactively surface trends
• Support position management, organizational modeling, and headcount planning
• Draft clear, compelling communications for leaders, employees, and partners
• Coordinate communication workflows and support experience design for major people initiatives
• Ensure HR systems (Workday, dashboards, portals) are leveraged effectively and consistently
• Provide operating leverage to 2-3 PBPs, including preparing materials, synthesizing updates across stakeholders, and driving actions to closure
• Act as an extension of the SVP to help ensure coordination, alignment, and transparency across the Services Technology PBP team
• Partner closely with peers to ensure seamless delivery across workstreams

Senior People Specialist

Administration

• Administer and report on sales pipeline, closed sales, and renewals.
• Manage sales contracts, sales process, and merchant onboarding.
• Maintain product catalog brand, logos, images, maps.
• Maintain training documentation and check list.
• Create, maintain and deliver training materials and case studies that articulate clear success expectations and operational requirements needed that feed the offers platform.
• Develop global materials to be shared with sales team, to lead Business Reviews and report on monthly analytics to drive product value.

Global Sales Administrator

Full-stack Engineer

• Lead architectural strategy and design for large-scale, enterprise-wide initiatives spanning multiple services and programs.
• Define and evolve service interactions, dependency models, and architecture policies to ensure scalability, security, resiliency, and regulatory compliance.
• Partner with business and product leaders to architect services that enable new products and decisioning capabilities.
• Guide modernization of existing systems and influence long-range technology planning.
• Own and improve the end-to-end customer and developer experience across a portfolio of services and applications.
• Simplify and optimize architecture strategies to balance performance, cost efficiency, and business value.
• Use sound judgment to make trade-offs among competing priorities, risks, and technical constraints.
• Drive organization-wide initiatives that elevate engineering craftsmanship, operational excellence, and architectural standards.
• Represent the organization through speaking engagements, technical publications, and contributions to the broader technology community.
• Participate in highest-level architecture reviews and provide guidance on complex, enterprise-wide technical challenges.
• Consult across teams and organizational boundaries to identify synergies, reduce duplication, and eliminate operational silos.
• Mentor engineers and architects at all levels, fostering a strong technical leadership pipeline.
• Promote knowledge sharing within guilds, programs, and communities of practice.
• Lead technical interviews, help raise the engineering performance bar, and contribute to strategic hiring decisions.
• Provide objective, impact-based promotion recommendations.
• Champion behaviors that reinforce organizational values and build a high-performance engineering culture.

Vice President, Software Engineering

• Lead architectural design for complex, enterprise-wide initiatives involving multiple services, programs, and high-scale decisioning workloads.
• Define service interactions, data flows, dependency models, and architecture policies that ensure scalability, resiliency, and security.
• Partner with business and product leaders to architect new services that enable innovative Mastercard products and decision capabilities.
• Improve the end-to-end experience of internal and external customers across services and applications.
• Simplify and optimize architecture strategies to balance cost efficiency, performance, and functional requirements.
• Apply expert-level technical judgment to guide trade-offs in large-scale design and implementation.
• Drive engineering best practices, software craftsmanship, and architectural rigor across the organization.
• Represent the engineering organization through technical presentations, publications, and internal knowledge-sharing sessions.
• Participate in Principal-level architecture reviews and address complex enterprise-wide technical challenges.
• Work across organizational boundaries to identify integration opportunities, reduce redundancy, and drive platform cohesion.
• Mentor engineers and rising architects to elevate technical expertise and leadership within the organization.
• Promote knowledge sharing across guilds, programs, and engineering communities.
• Conduct deep technical interviews and help identify candidates who raise the engineering bar.
• Champion behaviors that support a culture of excellence, inclusivity, and accountability.

Senior Principal Software Engineer

• Own the product strategy and define the long term vision, roadmap, and governance model for our develop, reward and retain product domains
• Translate enterprise needs, HR operating models, and workforce insights into cohesive product experiences, scalable design patterns, and a robust future state blueprint
• Establish and track success metrics that measure product performance, data integrity, efficiency and employee experience outcomes.
• Lead the design and delivery of product features and enhancements spanning Workday and other industry-leading HR platforms as well as charting direction for data and integration layers to support end-to-end business processes and product experience
• Partner with HR COEs, Experience Owners, and Engineering to drive delivery excellence, manage dependencies, and ensure successful execution of product initiatives
• Influence senior stakeholders on technology, data, and process implications—advising on risks, trade offs, and strategic investment priorities
• Represent your product domains in governance forums, enterprise planning cycles, and cross pillar product integration efforts
• Coach and develop a team of product managers and analysts, elevating product craft, data fluency, and HR technology expertise
• Foster a culture of innovation by bringing market insights, product best practices, and emerging HR technology trends into the strategy and design process

Director, People & Capability – Product Management, Talent & Rewards

Financial Planning and Analysis

• Build and own end-to-end financial models for technology investment business cases, ensuring clarity, structure, and ease of maintenance.
• Translate technical inputs (capacity, architecture, engineering labor, infrastructure components, etc.) into robust financial outputs.
• Conduct scenario planning, sensitivity analysis, and line-item modeling to support investment trade-off decisions.
• Provide support in preparing materials for steering committees (steercos), ensuring alignment across Finance, Technology, and Product stakeholders.
• Partner with engineering, architecture, infrastructure, and product leaders to understand technology drivers and convert them into financial implications.
• Collaborate closely with Finance (FP&A, Controllership, Strategy) to ensure business cases align with broader financial goals and P&L impacts.
• Gather, validate, and challenge assumptions from cross-functional teams to ensure accuracy and transparency.
• Help build a repeatable, scalable framework for business case development, including standardized templates, modeling logic, and governance practices.
• Maintain a quarterly refresh process for all models, ensuring assumptions, actuals, and forecasts remain current.
• Drive consistency and traceability across inputs, assumptions, and outputs.
• Identify key financial drivers, highlight risks/opportunities, and provide insight-rich recommendations.
• Proactively challenge assumptions, uncover blind spots, and elevate the quality of decision-making.
• Support forecasting and budgeting activities related to technology investments and run-the-business cost structures.
• Identify opportunities to automate or streamline modeling, intake, and business case workflows.
• Partner and provide support to implement tools that modernize the end-to-end investment process (Confluence, Jira, ServiceNow, modeling engines, automation solutions).
• Consistently push for efficiency, standardization, and data integrity.

Director, Finance Business Partner

• Own the end to end Core HR product strategy, ensuring strong alignment across employee data, benefits, compensation, time/absence, and inquiry management
• Define the roadmap and governance model for global Core HR processes and platforms, driving consistency, scalability, and cross platform alignment
• Translate business requirements and service delivery needs into clear product vision, journeys, and scalable design patterns
• Establish success metrics to track product performance, employee experience outcomes, data quality, and operational efficiency.
• Lead the design and delivery of Core HR capabilities across systems such as Workday and the broader HR tech stack.
• Drive continuous improvement of core processes including employee data changes, life events, time & absence, benefits administration, compensation and job data, and case/inquiry management workflows.
• Develop reusable product components, templates, and workflows to accelerate scale, reduce manual effort, and enhance global alignment.
• Partner with P&C Engineering to deliver enhancements, integrations, automation, and data driven insights supporting Core HR operations
• Collaborate with HR COEs, Engineering, Service Delivery, operations and third party providers to manage dependencies and inform product decisions.
• Influence executive stakeholders on technology, data, and process implications for the global Core HR landscape.
• Represent P&C Product in governance forums, service reviews, and enterprise wide initiatives related to Core HR capabilities.
• Coach and guide Product Analysts to strengthen product discipline and deepen Core HR domain expertise.
• Champion outside in thinking by bringing market insights and industry best practices into Core HR product strategy.

• Own the product strategy and define the long term vision, roadmap, and governance model for foundational HR capabilities across the hire to retire cycle.
• Translate enterprise needs, HR operating models, and workforce insights into cohesive product experiences, scalable design patterns, and a robust future state blueprint
• Establish and track success metrics that measure product performance, data integrity, efficiency and employee experience outcomes.
• Lead the design and delivery of product features and enhancements spanning Workday and other industry-leading HR platforms as well as charting direction for data and integration layers to support end-to-end business processes and product experience
• Partner with HR COEs, Experience Owners, and Engineering to drive delivery excellence, manage dependencies, and ensure successful execution of product initiatives
• Influence senior stakeholders on technology, data, and process implications—advising on risks, trade offs, and strategic investment priorities
• Represent your product domains in governance forums, enterprise planning cycles, and cross pillar product integration efforts
• Coach and develop a team of product managers and analysts, elevating product craft, data fluency, and HR technology expertise
• Foster a culture of innovation by bringing market insights, product best practices, and emerging HR technology trends into the strategy and design process

VP, People & Capability – Product Management

• This role involves working with a team of talented developers to develop high performance Java based solutions.
• Responsible for the analysis, design, and development of software solutions
• Defines requirements for new applications and customizations, adhering to standards, processes, and best practices
• Provides technical leadership to projects including architecting and creating a high-level design, working with other technical leaders to drive out the detailed design and implementation of highly complex applications, interfaces, and integrations
• Applies technical capabilities within own discipline to coach and develop junior employees
• Integrates at an enterprise level using third-party middleware or messaging products, or by designing and implementing custom interfaces and mapping for those interfaces
• Responsible for performance engineering of the enterprise software architecture, and providing functional guidance, advice, and/or training to other application developers
• Group-wide and external public speaking and other communications conveying domain level directions
• Research and evaluates tools and acquisition opportunities to support cross-domain needs

Senior Principal, Software Development Engineer

• Partner with global and regional Cyber Product teams to understand the space, customer pain points and market dynamics.
• Engage in idea generation for new products and services including workshop facilitation and collateral development.
• Develop product concepts and prototypes and independently own and deliver key tasks associated with it.
• Partner with Product & Engineering and our CX&D team on concept validation and market testing and independently own and deliver key tasks associated with it.
• Contribute/own business case development and planning for individual products.
• Own and deliver high quality collateral materials to facilitate internal and external decision making.
• Foster innovation and new idea generation through Design thinking workshops, Core Drives, Sandbox Challenges
• Lead cross functional workshops and manage follow up actions to completion.
• Partner with CXD, Product and R&D teams by providing prioritized requirements.
• Work within a matrixed organization to influence and drive outcomes within tight timelines.

Director, Global Talent Attraction

Director, Product Management

Manager, People & Capability – Product Management, Recruiting & Onboarding

Director, People & Capability – Product Management

Manager, Customer Success

Senior People Specialist

Global Sales Administrator

Vice President, Software Engineering

Senior Principal Software Engineer

Director, People & Capability – Product Management, Talent & Rewards

Director, Finance Business Partner

Director, People & Capability – Product Management

VP, People & Capability – Product Management

Senior Principal, Software Development Engineer

Director, Product Development