HPC Software & Storage Engineering Strategist at Hewlett… · Fort…

HPC Software & Storage Engineering Strategist

Location: Ft. Collins, Colorado, United States of America

HPC Software & Storage Engineering StrategistThis role has been designed as 'Hybrid' with a requirement that you will work on average 2 days per week from an HPE office.

Job Description:

The HPC Software & Storage Engineering Strategist is a senior individual contributor reporting directly to the Vice President of HPC Software & Storage Engineering. This role serves as a strategic advisor and operating partner to the VP and leadership team, providing analysis, planning, and organizational insight to inform workforce, investment, portfolio, and operating decisions.

The Strategist will develop and maintain an integrated, forward-looking view of the organization’s workforce, financial investments, engineering capacity, product, and sustaining obligations. The role will translate business and technology strategy into resource and investment requirements and provide leadership with clear recommendations regarding where to invest, rebalance, consolidate, or reduce investment.

This individual will work across Engineering, Finance, Product Management, Business Planning, Support, and other key stakeholders to ensure organizational resources are aligned with the HPC & AI strategy and roadmap.

The role is expected to move beyond reporting and analysis to identify trends, challenge assumptions, evaluate alternatives, and recommend actions.

Key Responsibilities

Workforce & Capacity Strategy

• Own and maintain the HPC Software & Storage Engineering headcount forecast, including monthly actuals, forecasts, hiring plans, attrition assumptions, open positions, and organizational changes.
• Develop and implement multi-year workforce and capacity models aligned with technology roadmaps, product commitments, platform schedules, sustaining requirements, and strategic priorities.
• Work with the directors on future engineering commitments into required skills, capacity, and headcount.
• Identify capacity gaps, skill gaps, organizational constraints, and areas of over- or under-investment.
• Evaluate workforce allocation across new product development, platform enablement, sustaining, technical debt, and strategic initiatives.
• Develop recommendations for resource reallocation and investment based on organizational priorities.
• Model alternative workforce scenarios to support leadership decisions.

CAPEX, OPEX & Investment Strategy

• Lead and implement the planning and management process for HPC Software & Storage Engineering CAPEX and OPEX.
• Partner with Finance and engineering leadership to develop annual budgets, long-range plans, forecasts, and investment scenarios.
• Maintain visibility into actual and forecast spending relative to plan.
• Identify material variances, emerging risks, and opportunities and recommend corrective actions.
• Connect engineering investments to strategic priorities, roadmap deliverables, and expected business outcomes.
• Evaluate the financial implications of alternative roadmap, staffing, sourcing, and organizational decisions.
• Provide leadership with recommendations regarding investment tradeoffs when resources are constrained.

Sustaining & Support Economics

• Represent HPC Software R&D’s interests and requirements in defining software support policies, support durations, sustaining models, and funding requirements.
• Establish an integrated view of the engineering resources consumed by sustaining and support obligations.
• Evaluate sustaining headcount requirements against funding and capacity provided by the Support organization.
• Quantify the cost to Engineering of delivering long-term product support and identify unfunded or underfunded obligations.
• Assess whether support funding and staffing are commensurate with the engineering effort required to meet customer and contractual commitments.
• Develop and implement agreed-upon recommendations regarding support duration, funding models, staffing levels, product lifecycle transitions, and end-of-support decisions.
• Identify legacy products or commitments consuming disproportionate engineering capacity and make the associated investment tradeoffs visible to leadership.
• Partner with Support, Product Management, Finance, and Engineering to establish sustainable support and funding models.

Portfolio Investment Strategy

• Develop an integrated view of where HPC Software & Storage Engineering resources and dollars are invested across the portfolio.
• Evaluate investment across strategic development, platform enablement, sustaining, technical debt, infrastructure, and other engineering commitments.
• Assess whether current investment aligns with the organization’s strategic priorities and future roadmap.
• Identify areas where investment should be increased, maintained, consolidated, reduced, or exited.
• Evaluate the opportunity cost of continuing lower-priority or legacy investments.
• Provide fact-based recommendations to support portfolio prioritization and resource allocation.
• Establish mechanisms to measure whether investments are producing the intended engineering and business outcomes.

Long-Range Strategic Planning

• Translate the HPC & AI technology and product strategy into multi-year workforce, capacity, and financial requirements.
• Develop 12-, 24-, and 36-month views of organizational demand and investment requirements.
• Identify future resource constraints and investment needs early enough to enable leadership action.
• Partner with engineering and product leaders to understand upcoming technologies, platforms, and roadmap transitions and their implications for the organization.
• Integrate workforce, financial, sustaining, and portfolio assumptions into long-range planning.
• Develop scenarios that enable leadership to understand the consequences of alternative strategic choices.

Organizational & Scenario Modeling

• Develop organizational scenarios to evaluate alternative structures, sourcing approaches, geographic strategies, and resource allocations.
• Assess the financial, capacity, execution, and organizational implications of proposed changes.
• Model make/buy/partner decisions where appropriate.
• Provide objective analysis to support organizational design and investment decisions.

Strategic Analysis & Executive Decision Support

• Serve as a strategic thought partner to the VP and leadership team on organizational, workforce, financial, and investment decisions.
• Develop analyses that connect headcount, spending, engineering capacity, roadmap commitments, sustaining obligations, and business priorities.
• Identify trends and emerging risks before they materially affect execution.
• Frame complex decisions by clearly articulating alternatives, tradeoffs, risks, and recommended actions.
• Challenge assumptions and provide an independent, data-driven perspective.
• Develop concise executive-level materials for strategic planning, business reviews, portfolio reviews, and investment decisions.
• Track major strategic decisions and evaluate whether the expected outcomes are being achieved.

Organizational Planning & Operating Rhythm

• Establish and maintain a consistent operating cadence for workforce, financial, portfolio, and strategic planning.
• Create a trusted source of information for organizational capacity, investment, commitments, and risks.
• Improve forecasting accuracy, data quality, and visibility across the organization.
• Ensure leadership decisions are translated into updated workforce and investment plans.
• Drive follow-through on actions resulting from strategic and investment reviews.

What Success Looks Like

The Strategist creates the fact-base and strategic insight that allow the VP and leadership team to answer:

• Where are our people and dollars invested today?
• Are those investments aligned with our highest strategic priorities?
• What capabilities and capacity will we need over the next three years?
• Where are we over-invested or under-invested?
• How much engineering capacity is being consumed by sustaining and legacy commitments?
• Are our support obligations appropriately funded?
• What are we receiving in return for the resources Engineering dedicates to Support?
• Which investments should we increase, maintain, consolidate, reduce, or stop?
• What is the opportunity cost of continuing existing commitments?
• What are the workforce and financial implications of our roadmap?
• If our available resources change, what should we prioritize and what should we stop doing?

Success is not measured by producing reports. It is measured by enabling better decisions, earlier identification of risks and investment gaps, stronger alignment of resources to strategy, and improved return on the organization’s engineering investment.

Qualifications

• Significant experience in strategy, engineering operations, business planning, financial planning, portfolio management, or related leadership roles within a complex technology organization.
• Demonstrated ability to advise and influence senior executives and engineering leaders.
• Strong business and financial acumen, including workforce modeling, CAPEX/OPEX planning, forecasting, investment analysis, and scenario modeling.
• Experience translating technology and product strategies into workforce and investment requirements.
• Strong analytical capability with demonstrated ability to synthesize complex organizational and financial information into actionable recommendations.
• Ability to understand complex engineering organizations, technology roadmaps, and product lifecycle considerations.
• Exceptional executive communication and presentation skills.
• Ability to influence across organizational boundaries without direct authority.
• Demonstrated judgment and comfort challenging assumptions and presenting alternative perspectives to senior leadership.
• Experience in large-scale software, infrastructure, systems, HPC, AI, or enterprise technology environments preferred.

Leadership Characteristics

The ideal candidate combines strategic thinking, business and financial acumen, analytical rigor, and a strong understanding of how engineering organizations operate.

This individual is intellectually curious, comfortable working with ambiguity, and able to move fluidly between detailed analysis and executive-level strategic thinking. They do not simply report what is happening; they determine what it means, why it matters, and what leadership should do about it.

The Strategist’s central question is:

Are we investing our people, dollars, and engineering capacity in the right places to deliver our strategy—and if not, what should we change?

Accessibility

HPE is committed to creating an inclusive and accessible workplace and encourages applications from all qualified individuals, including those with disabilities. If you believe you require accommodation during any stage of the application or interview process, please submit your request by completing our secure form linked here.

Note: This option is reserved for applicants needing assistance/reasonable accommodation related to a disability.

Health & Wellbeing

We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing.

Personal & Professional Development

We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division.

Unconditional Inclusion

We are unconditionally inclusive in the way we work and celebrate individual uniqueness. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good.

Job:

Engineering

Job Level:

TCP_07The expected salary/wage range for this position is provided below. Actual offer may vary from this range based upon geographic location, work experience, education/training, and/or skill level.
– United States of America: Annual Salary USD 172,500 - 344,500 in Colorado // 163,500 - 396,500 in Minnesota & Texas
The listed salary range reflects base salary. Variable incentives may also be offered.

Information about employee benefits offered in the US can be found at https://myhperewards.com/main/new-hire-enrollment.html

The estimated job application period closure is January 24 2027; this timeline is provided for transparency and internal planning purposes.

Hewlett Packard Enterprise is EEO Protected Veteran/ Individual with Disabilities.

HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories.

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