Sr Manager, Product Management

T-Mobile; Bellevue (WA); On-site; USD 140,500 - 253,500; Full time

Benefits offered by this job

401(k)

Employee stock grants

Paid time off

Medical, dental and vision insurance

Job summary

T-Mobile is seeking a Senior Manager, Product Management in Bellevue, WA. This role involves setting strategic direction, managing product portfolios, and leading a team to achieve high standards. Candidates should have extensive product management experience and a strong background in coaching and stakeholder management.

Moreover, the position fosters a culture of continuous learning and customer-first thinking. Benefits include competitive salary, 401(k) plans, employee stock options, and comprehensive health coverage.

Qualifications

• Bachelor’s Degree plus 7 years of related work experience, OR Advanced degree with 5 years of related experience.
• 10+ years of relevant Product Management experience in an agile product development environment.
• 4–7 years’ experience managing teams of 5 or more in a direct reporting relationship.

Responsibilities

• Set the strategic direction for the product portfolio and hold the team accountable.
• Design customer signal flows into product decisions.
• Bring strategic thinking to every roadmap decision.

Skills

Budget Management

Business Acumen

Coaching

Data Analysis

Executive Leadership

People Management

Product Management

Product Portfolio Management

Stakeholder Management

Strategic Thinking

Education

Bachelor’s Degree

Advanced Degree

Job description

At T-Mobile, we invest in YOU! Our Total Rewards Package ensures that employees get the same big love we give our customers. All team members receive a competitive base salary and compensation package – this is Total Rewards. Employees enjoy multiple wealth‑building opportunities through our annual stock grant, employee stock purchase plan, 401(k), and access to free, year‑round money coaches. That’s how we’re UNSTOPPABLE for our employees!

Job Overview

The Senior Manager, Product Management sets the strategic direction for the team’s product portfolio, translates that direction into clear priorities, and holds the team accountable for executing against it at a high standard. This is not a team management role, it is a product leadership role. The Sr Manager owns the operating model, the quality bar for AI‑generated work, and the talent composition of the team. They are accountable for team outcomes and treat the PM team’s outcome hit rate as a direct reflection of their own leadership.

Job Responsibilities

• Product Learning & Growth:
  • Take ownership of the team’s outcomes as if they were your own product. Know what each PM is working on, where the risks are, and what the data says. Treat the team’s outcome hit rate as a direct reflection of your own leadership and respond accordingly when results diverge from plan.
  • Treat the team’s quarterly results as a learning cycle. Review whether the bets the team made held, what the data revealed, and what that means for the team’s priorities and direction going forward.
  • Actively develop AI fluency in your own workflow and coach the team on directive quality. Use AI tools for strategic synthesis, team performance analysis, and narrative drafting. Set a quality standard for AI‑assisted work across the PM team.
  • Stay current on industry and technology trends. Bring relevant signals to the team proactively and ensure the PM team is informed and positioned before trends become obvious priorities.
  • Build a learning culture on the team. Create conditions where PMs share what they tried, what they learned, and how it changed their approach – not just what they shipped.
• Customer Problem Understanding:
  • Design how customer signal flows into product decisions across the whole team. Build the operating model that moves insights from customers to roadmap decisions. Do not review research – shape how the team generates and acts on it.
  • Ensure the team is not customer‑focused as a general principle, but as a measurable operating standard. Hold PMs accountable for grounding every roadmap decision in a specific customer problem with evidence.
  • Partner with PXDI and research leadership to ensure the team has the customer insight infrastructure it needs. Advocate for investment in customer research when the team is operating on insufficient signal.
  • Create an environment and culture where the team is immersed in customer‑first thinking – not as a value statement, but as a behavioral standard reflected in every artifact and decision.
• Product Strategy & Vision:
  • Bring strategic thinking to every roadmap decision – not just approval authority. Evaluate roadmap priorities through the lens of business outcomes, competitive position, and customer impact. Identify where the team is playing too small and redirect energy toward higher‑leverage bets.
  • Set the strategic bar for what belongs in the plan before it reaches Director or VP. Do not rubber‑stamp what PMs bring – challenge assumptions, raise the quality of the thinking, and ensure the team is solving the right problems.
  • Work in collaboration with Director to develop strategy, goals, and outcomes for the team’s scope. Translate VP‑level strategic direction into clear priorities for the PM team so PMs understand not just what to build but why it matters.
  • Maintain a current understanding of industry and competitive trends. Assess how trends impact the team’s roadmap and ensure the team’s strategic direction reflects the external environment.
  • Develop change management processes and regularly cascade vision and strategy to align team goals with corporate priorities. Ensure the PM team understands how their work connects to T‑Mobile’s broader direction.
• Stakeholder Alignment:
  • Build cross‑functional relationships that protect the team’s ability to execute. Cultivate strong working relationships with Engineering, PXDI, Data, Legal, and Finance – investing in those relationships before they are needed.
  • Shield the team from organizational noise while ensuring they remain connected to what matters. Absorb escalations, manage upward, and create the conditions for PMs to do their best work without distraction.
  • Review AI‑generated workflows and be responsible for building scalable teams. Act as the last human review before AI output shapes what gets built. Hold a high bar for whether output is grounded in real customer data – not just whether it is well‑formatted.
  • Drive cross‑functional alignment with Engineering, Business Assurance, Finance, and other partner organizations. Ensure team priorities are understood and supported across functions.
• Communication:
  • Communicate product strategy and team direction clearly to both leadership and the PM team. Translate VP‑level strategic context into clear direction so PMs understand not just what to build but why it matters and how it connects to the business.
  • Communicate upward with the same clarity as downward. Represent the team’s work as a coherent strategic story – not a status update. Leadership sees the team’s outcomes, the hypotheses behind them, and what they mean.
  • Provide regular, timely feedback to direct reports – both constructive and developmental. Foster a culture where upward feedback is also timely, constructive, and expected.
  • Create, communicate, and monitor formal performance plans when necessary. Manage difficult performance conversations directly, clearly, and fairly.
  • Represent the team in cross‑functional forums and leadership reviews. Present the team’s outcomes, trade‑offs, and priorities with executive clarity.
• Data & Financial Acumen:
  • Measure team health by whether the metrics PMs committed to actually moved. Hold PMs to outcome hit rate, not milestone completion. Track what was predicted vs. what the data showed and use the gap as a coaching and calibration input.
  • Manage team headcount budget and resource allocation. Coordinate with finance and leadership to ensure team capacity is aligned with strategic priorities.
  • Review portfolio‑level KPI performance across the PM team. Identify where outcomes are falling short of commitments and drive the corrective action plan.
  • Use data to tell a clear story about team performance – including what isn’t working – to leadership and the PMs themselves.
• Ownership & Autonomy:
  • Own the full arc from direction to execution. Set the strategic direction for their team’s scope, translate it into a clear roadmap, and hold the team accountable for delivering against it.
  • Regularly provide review and guidance to the PM team on execution responsibilities.
  • Be accountable for the quality and performance of the team’s products in production. Lead team response in the event of critical or high‑impact defects, including executive communications.
  • Drive accountability from both T‑Mobile and any vendor partners regarding implementation, service levels, and contractual terms.
• Org Impact & Leadership:
  • Enable and hire evangelical thinkers. Decide who gets zero‑to‑one problems, who needs more structure, and when a hire is wrong for the work. Make talent decisions as operating decisions.
  • Collaborate and contribute to the creation of development plans for each direct report. Create leadership opportunities for direct reports and hold yourself accountable for the growth trajectory of the team.
  • Build PM capability by raising the standard for how problems are framed and how outcomes are owned. Set expectations, give direct feedback, and coach PMs to operate at a higher level.
  • Foster a culture of direct, constructive feedback in both directions. Create conditions where the team gives upward feedback regularly and acts on it.
  • Represent T‑Mobile product management standards externally and internally. Participate in industry forums, PM community of practice, and organizational capability‑building initiatives.

Education and Work Experience

• Education
  • Bachelor’s Degree plus 7 years of related work experience, OR Advanced degree with 5 years of related experience. (Required)
  • Acceptable areas of study: Computer Science, Engineering, IT, Business Administration, or equivalent experience. (Required)
• Experience
  • 10+ years of relevant Product Management experience in an agile product development environment. (Required)
  • 4–7 years’ experience managing teams of 5 or more in a direct reporting relationship in a Product Management organization. (Required)

Knowledge, Skills and Abilities

• Required:
  • Budget Management
  • Business Acumen
  • Coaching, Data Analysis
  • Executive Leadership
  • People Management
  • Product Management
  • Product Portfolio Management
  • Stakeholder Management
  • Strategic Thinking
• Preferred:
  • Accountability
  • AI Fluency & Tooling
  • Business Analysis
  • Business Decisions
  • Business Planning
  • Change Management
  • Give Feedback
  • Leadership Reporting
  • Product Analysis
  • Product Development
  • Product Knowledge
  • Product Launch Planning
  • At least 18 years of age
  • Legally authorized to work in the United States

Travel & Compliance

• Travel Required: Yes
• DOT Regulated Position: No
• Safety Sensitive Position: No

Compensation

• Base Pay Range: $140,500 – $253,500
• Corporate Bonus Target: 20%
• Actual starting pay will vary within this range based on location, qualifications, and experience.

At T‑Mobile, employees in regular, non‑temporary roles are eligible for an annual bonus or periodic sales incentive or bonus, based on their role. Most Corporate employees are eligible for a year‑end bonus based on company and/or individual performance and which is set at a percentage of the employee’s eligible earnings in the prior year. Certain positions in Customer Care are eligible for monthly bonuses based on individual and/or team performance.

Benefits

We cover all of the bases, offering medical, dental and vision insurance, a flexible spending account, 401(k), employee stock grants, employee stock purchase plan, paid time off and up to 12 paid holidays – which total about 4 weeks for new full‑time employees and about 2.5 weeks for new part‑time employees annually – paid parental and family leave, family building benefits, backup care, enhanced family support, childcare subsidy, tuition assistance, college coaching, short‑ and long‑term disability, voluntary AD&D coverage, voluntary accident coverage, voluntary life insurance, voluntary disability insurance, and voluntary long‑term care insurance. Eligible employees can also receive mobile service & home internet discounts, pet insurance, and access to commuter and transit programs. To learn about T‑Mobile’s benefits, visit www.t-mobilebenefits.com.

Never stop growing! As part of the T‑Mobile team, you know the Un‑carrier doesn’t have a corporate ladder – it’s more like a jungle gym of possibilities! We love helping our employees grow in their careers, because it’s that shared drive to aim high that drives our business and our culture forward. By applying for this career opportunity, you’re living our values while investing in your career growth–and we applaud it. You’re unstoppable!

Equal Opportunity Employment

T‑Mobile USA, Inc. is an Equal Opportunity Employer. All decisions concerning the employment relationship will be made without regard to age, race, ethnicity, color, religion, creed, sex, sexual orientation, gender identity or expression, national origin, religious affiliation, marital status, citizenship status, veteran status, the presence of any physical or mental disability, or any other status or characteristic protected by federal, state, or local law. Discrimination, retaliation, or harassment based upon any of these factors is wholly inconsistent with how we do business and will not be tolerated.

Accommodation for Applicants with Disabilities

If you are an individual with a disability and need reasonable accommodation at any point in the application or interview process, please let us know by emailing [e-mail] or calling 1‑844‑873‑9500. Please note, this contact channel is not a means to apply for or inquire about a position, and we are unable to respond to non‑accommodation related requests.