Website Trek Bicycle
Employer Snapshot (Cycle-Jobs Insight)
- Transparency Score: 3.9 / 5 — Good (Industry avg: 3.2 / 5)
- Company Size: large
- Ownership: Privately held
- Glassdoor: ⭐ ⭐ 3.5 / 5
- HR Index: 72.38% ▲ (Industry avg: 53.14%)
- Commitment: Committed to sustainable mobility
- Official Salary: N/A
- Estimated Salary (Cycle-Jobs): 🇺🇸 145,000-185,000 USD / year
Company Overview
Trek is an awesome place to work, with amazing benefits for all employees. We build only products we love, provide incredible hospitality to our customers, and change the world by getting more people on bikes. When you’re on our team, you’re taken care of, encouraged to learn and grow, and given lots of opportunities to do so. Trek was named to Fortune Magazine’s list of Top 100 Best Companies to Work For. Every person has a unique history and life experience to bring to the table, and Trek values diversity and inclusion.
Role Description
The Director of Program Management leads the execution and continuous improvement of Trek’s product development programs across multiple categories. This role ensures disciplined project management, partners with cross-functional leadership, and builds a high-performing team. The Director plays a key part in delivering innovative products and driving organizational success.
Position Snapshot
- Seniority: Director
- Function: Operations
- Department: Operations
- Experience required: 10+ years of progressive experience in project/program management within product development or engineering organizations
- Contract type: Full-time
- Work model: On-site
- Remote policy: On-site (strict)
Description
The Director of Program Management for Product Development leads, develops, and continuously improves Trek’s project and program management function across product categories. This role ensures disciplined execution of complex, global product development programs from concept through launch, balancing timelines, resources, supplier capacity, risk, and organizational priorities. The Director acts as a strategic partner to Product, Engineering, Marketing, and Operations leadership, and as a people leader responsible for building a high-performing program management team. This is an onsite role at the Waterloo, WI Headquarters.
Responsibilities
- Own overall execution of Trek’s product development roadmap across multiple categories (Road, MTB, Wheels, Essentials, Accessories, etc.)
- Ensure consistency and discipline in project and program management practices from early concept through production and launch
- Partner with Product and Engineering leadership on portfolio prioritization, resource planning, timeline alignment, and risk management
- Provide visibility to leadership on program health, risks, capacity constraints, and cross-program dependencies
- Lead, mentor, and develop Program Managers, Project Managers, and Technical Program roles
- Set clear expectations, role clarity, and accountability across the program management team
- Coach team members on communication, stakeholder management, decision-making, and leadership behaviors
- Own hiring, onboarding, performance management, and succession planning for the program management organization
- Own Trek’s Product Development Program Management framework, including tools, templates, governance, and cadence
- Drive continuous improvement initiatives focused on execution efficiency, clarity, and reduced administrative burden
- Partner with peers to improve launch readiness, first-build tracking, supplier readiness, and cross-functional communication
- Ensure processes scale appropriately as teams, products, and global collaboration evolve
- Ensure product launches are execution-ready across Product, Engineering, Operations, Marketing, and Forecasting
- Provide oversight of schedule readiness, volume alignment, and global delivery considerations
- Establish early warning mechanisms for launch risks and gaps; drive resolution across functions
- Work close with Sourcing on supplier capacity planning across key development partners
- Ensure visibility and escalation of capacity risks to appropriate functional and executive stakeholders
- Serve as a trusted advisor to senior leadership on execution risk, organizational capacity, and delivery tradeoffs
- Represent the Program Management function with confidence, clarity, and credibility across the organization
Location
This position is based in
Waterloo, WI 53594, USA
Compensation
Salary information not provided by employer.
Benefits
Flexible and fun company culture, Competitive health care, PPO & HDHP medical plan options, Dental insurance, Vision insurance, Flexible Spending Accounts (FSA), Free life insurance & optional term life insurance, Competitive vacation package, 401(k) with match and Employee Stock Ownership Plans (ESOP), 12 weeks of maternity leave with 100% pay, Flexible holiday schedule – 10 company holidays, Tuition Reimbursement up to $15,000! (Undergraduate & Masters programs), Employee discounts on all product, Deep partner retail discounts
Additional Information
- Diversity & Inclusion: We are an Equal Employment Opportunity (“EEO”) Employer. Trek strictly prohibits discrimination on the basis of race, color, creed, religion, gender, gender identity, pregnancy, marital status, partnership status, sexual orientation, age, national origin, veteran or military status, disability, medical condition, genetic information, or any other characteristic prohibited by federal, state and/or local laws. This policy applies to all aspects of employment, including hiring, promotion, demotion, compensation, training, working conditions, transfer, job assignments, benefits, layoff, and termination. Trek is a place where you’re valued for being you. Every person has a unique history and life experience to bring to the table. We respect that. It’s what makes us who we are.
- Flexibility: Flexible and fun company culture, Flexible holiday schedule, Competitive vacation package, Flexible Spending Accounts (FSA)
- Team & Reporting: Reports to Product, Engineering, Marketing, and Operations leadership. Leads Program Managers, Project Managers, and Technical Program roles. Responsible for hiring, onboarding, performance management, and succession planning for the program management organization.
Application Details
Posted: May 9, 2026
Trek114804
To apply, please visit the following URL:https://trekbikes.wd1.myworkdayjobs.com/en-US/TREK/job/Waterloo-Wisconsin/Director-of-Program-Management_Trek114804→
Before you apply (Cycle-Jobs Insight)
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📊 Methodology – HR Indicators, Estimated Salary & Transparency Score
The data and indicators presented on this job page (Employer Snapshot, Transparency Score, Before You Apply) are built from a structured evaluation grid. Each section uses measurable and comparable criteria applied to public information in order to ensure fairness between employers.
1) Data integrity and sources
Each company profile and job listing is analyzed using multiple open sources such as career pages, company websites, and public employment data. These signals are verified for consistency and density before being used to compute HR indicators.
- Employer data: company size, sector, and employee reviews.
- Job content: completeness of title, responsibilities, and requirements.
- Salary and benefits: presence of official or inferred compensation details.
2) Core methodology
The transparency model is based on a weighted ratio between core and secondary information axes:
- Core fields (×2 weight): title, company, location, contract type, work model, salary, application link, posting date, main description, requirements, and responsibilities.
- Secondary fields (×1 weight): benefits, culture & mission, team hierarchy, diversity & inclusion, recruitment process, flexibility, language, and deadline.
Each field is marked as present or missing. The final score reflects the ratio of completed fields to the total possible weighted score.
Transparency Ratio = (Σ core_fields × 2 + Σ secondary_fields × 1)
÷ (total_core × 2 + total_secondary × 1)
The result is converted to a 5-star scale (0–5, half-stars included) and displayed beside the Transparency Score badge.
3) Star rating and color scale
| Score (out of 5) | Label | Interpretation |
|---|---|---|
| 4.5 – 5.0 ★★★★★ | Excellent | All essential and most secondary details present. |
| 3.5 – 4.4 ★★★★☆ | Good | Major elements available; minor gaps remain. |
| 2.5 – 3.4 ★★★☆☆ | Moderate | Several missing sections or low specificity. |
| 0.0 – 2.4 ★★☆☆☆ | Low | Few key details provided; limited transparency. |
The badge color follows a red→green hue scale from low (0) to high (5) transparency. The average transparency across the cycling industry in 2025 is approximately 3.2 / 5.
4) Employer Snapshot indicators
- HR Index: overall HR quality combining stability, satisfaction, and transparency.
- Employee Stability Index (ESI): ratio of long-term to short-term employment movements.
- Employee Satisfaction Weighted Score (ESWS): average of employee review metrics.
- Commitment: social responsibility, inclusion, and openness indicators.
HR Index = (0.4 × ESI) + (0.3 × ESWS)
+ (0.2 × (1 − Turnover)) + (0.1 × Data Confidence)
5) Estimated salary bands
When the employer does not specify a salary, Cycle-Jobs provides a non-binding estimated band using benchmark data and standardized adjustments:
- Base grid by role family and seniority.
- Adjustment by contract type and expected weekly hours.
- Location factor for cost of living and taxation context.
- Company size influence on pay dispersion.
- Recent market signals from similar industry roles.
6) “Before You Apply” contextual tips
Missing or unclear fields are listed with guidance questions to help candidates clarify key aspects such as scope, compensation, or flexibility. This allows a more balanced and informed dialogue between employer and applicant.
7) Limitations and ethics
- No confidential data is used — only verified public information.
- Data accuracy depends on employer updates and public sources.
- Scores are dynamic and recalculated as new information emerges.
These models aim to promote fair, transparent, and comparable insights across cycling industry employers. They are informational only and not a substitute for an internal HR audit.