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New Grad Technical Program Manager Jobs in Lafayette, LA

PHI Aviation

Program Manager

Lafayette, LA · On-site

The Program Manager oversees day-to-day program activities, including resource planning, material ... Bachelor's Degree with a major in business or a technical or engineering field. * Strong ...

PHI Aviation

Program Manager

Lafayette, LA · On-site

The Program Manager oversees day-to-day program activities, including resource planning, material ... Bachelor's Degree with a major in business or a technical or engineering field. * Strong ...

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All JobsNew Grad Technical Program JobsNew Grad Technical Program Manager JobsNew Grad Technical Program Manager Jobs in Lafayette, LA

New Grad Technical Program Manager information

See Lafayette, LA salary details

$85K

$139.1K

$160.9K

How much do new grad technical program manager jobs pay per year?

As of Aug 27, 2026, the average yearly pay for new grad technical program manager in Lafayette, LA is $139,091.00, according to ZipRecruiter salary data. Most workers in this role earn between $123,200.00 and $159,500.00 per year, depending on experience, location, and employer.

What is a new grad technical program manager?

A New Grad Technical Program Manager (TPM) is an entry-level professional who helps coordinate, plan, and execute technical projects within an organization, typically right after completing their degree. They work closely with engineering, product, and other cross-functional teams to ensure projects are delivered on time and within scope. While they may not have extensive industry experience, new grad TPMs leverage their academic background and organizational skills to facilitate communication, track project milestones, and resolve any issues that arise. This role is ideal for recent graduates who have strong technical understanding and enjoy project management responsibilities.

What are the key skills and qualifications needed to thrive as a new grad technical program manager?

To thrive as a New Grad Technical Program Manager, you need a foundational understanding of software development processes, project management principles, and a relevant degree in computer science or engineering. Familiarity with project management tools like Jira, Agile methodologies, and basic knowledge of software development life cycles is commonly required. Strong communication, organizational skills, and the ability to collaborate across technical and non-technical teams help you stand out in this role. These skills and qualities are crucial for effectively coordinating projects, bridging gaps between stakeholders, and ensuring timely delivery of technical solutions.

What are some common challenges new grad technical program managers face when transitioning from school to the workplace?

New grad Technical Program Managers often face challenges such as adapting to fast-paced project timelines, managing cross-functional communication, and learning to balance technical depth with broader program oversight. Unlike academic projects, workplace initiatives involve coordinating with diverse teams, handling shifting priorities, and ensuring alignment between stakeholders. Building strong relationships, proactively seeking feedback, and developing organizational skills can help new grads successfully navigate these challenges and grow within the role.

What is the difference between New Grad Technical Program Manager vs Associate Technical Program Manager?

AspectNew Grad Technical Program ManagerAssociate Technical Program Manager
Required CredentialsBachelor's degree, internship or project experienceBachelor's degree, some related work experience
Work EnvironmentEntry-level, collaborative teams, learning-focusedSupportive role, assisting senior TPMs, project coordination
Employer & Industry UsageTech companies, startups, large corporationsTech firms, product teams, project management offices

In summary, a New Grad Technical Program Manager is an entry-level role designed for recent graduates with limited work experience, focusing on learning and supporting projects. An Associate Technical Program Manager typically has some related experience and assists senior TPMs in managing projects, often serving as a stepping stone to more senior roles.

What are popular job titles related to New Grad Technical Program Manager jobs in Lafayette, LA?

For New Grad Technical Program Manager jobs in Lafayette, LA, the most frequently searched job titles are:

What job categories do people searching New Grad Technical Program Manager jobs in Lafayette, LA look for?

The top searched job categories for New Grad Technical Program Manager jobs in Lafayette, LA are:

What cities near Lafayette, LA are hiring for New Grad Technical Program Manager jobs?

Cities near Lafayette, LA with the most New Grad Technical Program Manager job openings:

New Grad Technical Program Manager jobs near you
Infographic showing various New Grad Technical Program Manager job openings in Lafayette, LA as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $139,091 per year, or $66.9 per hour.

Program Manager

PHI Aviation

Lafayette, LA • On-site

Full-time

Posted 13 days ago

Job description

POSITION OVERVIEW
The Program Manager is responsible for the successful execution, oversight, and management of aviation maintenance programs and related support services. This role provides leadership and direction to ensure operational objectives, customer requirements, and performance expectations are achieved safely, efficiently, and effectively. The Program Manager oversees day-to-day program activities, including resource planning, material acquisition, facility coordination, and the management of emerging requirements. This position works closely with customers, operations teams, and support personnel to maintain high levels of service, operational readiness, and customer satisfaction.
ESSENTIAL DUTIES & ACCOUNTABILITIES
  • Responsible for the following functions:
  • Lead and manage aviation maintenance programs and support operations to ensure successful execution and performance.
  • Monitor financial performance, funding requirements, budgets, and program milestones.
  • Develop and maintain strong customer relationships while serving as a key liaison between stakeholders.
  • Ensure all deadlines and conditions described in contracts are met (e.g., payments and logistics).
  • Prepare and deliver program status reports, presentations, and other customer communications.
  • Coordinate cross-functional teams to ensure efficient execution of maintenance and support activities.
  • Monitor program performance and implement strategies to achieve operational goals and customer expectations.
  • Support company initiatives, record keeping, administrative tasks and other miscellaneous projects and reporting requests as needed.
  • Responsible for the professional development and well-being of department employees.
  • Ensure compliance with company policies, safety standards, and applicable regulatory requirements.

  • Any other duties as assigned.

QUALIFICATION REQUIREMENTS
  • Minimum eight years previous proven work experience in a professional aviation supervisory program position.
  • Bachelor's Degree with a major in business or a technical or engineering field.
  • Strong interpersonal skills with the ability to lead teams and collaborate effectively across multiple disciplines.
  • Proficiency in Microsoft Office applications and program management tools.
  • Strong organizational, problem-solving, and decision-making skills.
  • Flight experience, while not mandatory, is highly desired.
  • Experience managing aviation maintenance, aerospace related programs.
  • Excellent written and verbal communication skills.
  • Due to the nature of work performed within our facilities, U.S. citizenship and ability to pass background check is required.

ORGANIZATIONAL CORE VAULUES
  • Safe - We are absolute in our belief in the tenets of Destination Zero and that Zero is not only achievable, but the only acceptable outcome.

  • Efficient - We are focused on outcomes that are smart and responsible by making the best use of our resources to maximize overall productivity as a high performing organization.

  • Quality - We are committed to ensuring excellent organizational performance, which produces sustainable and reliable outcomes.

  • Service - We are dedicated to the service of our customers, our communities and each other.

BEHAVORIAL COMPETENCIES
  • Drive & Energy - Effective performers have a high level of energy and the motivation to sustain it over time. They are ambitious and passionate about their role in the organization. They have the stamina and endurance to handle the substantial workload present in today's organization. They are motivated to maintain a fast pace and continue to produce even in exhausting circumstances.

  • Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, marketing, operations, information technologies, human resources, etc.). They add organizational value through unique expertise in a functional specialty area. They remain current in their area of expertise and serve as a resource in that area for the organization.

  • High Standards - Effective performers establish and model standards that guarantee exceptional quality and necessary attention to detail. They continually seek to improve processes and products, and they hold staff accountable for quality. They find best practices, share them, and then improve upon them.

  • Initiative - Effective performers are proactive and act without being prompted. They don't wait to be told what to do or when to do it. They see a need, take responsibility and act on it. They make things happen.

  • Integrity - Effective performers think and act ethically and honestly. They apply ethical standards of behavior to daily work activities. They take responsibility for their actions and foster a work environment where integrity is rewarded.

  • Conflict Management - Effective performers recognize that conflict can be a valuable part of the decision-making process. They are comfortable with healthy conflict, and they support and manage differences of opinion. They thwart destructive competition or friction and use consensus to debate and resolve issues.

  • Mission Focus - Effective performers understand and support the organization's mission - its core purpose for being. They believe in the mission, value it, and are committed to it. They communicate it to staff, stand behind it, and interpret its applications for others. They frequently refer to the mission and incorporate it into daily activities.

  • Positive Impact - Effective performers make positive impressions on those around them. They are personable, self-confident, and generally likable. They are optimistic and enthusiastic about what they do, and their excitement is contagious. They energize those around them.

  • Problem Solving & Decision Making - Effective performers can identify problems, solve them, act decisively, and show good judgement. They isolate causes from symptoms, and compile information and alternatives to illuminate problems or issues. They involve others as appropriate and gather information from a variety of sources. They find a balance between studying the problem and solving it. They readily commit to action and make decisions that reflect sound judgement.

  • Team Player - Effective performers are team oriented. They identify with the larger organizational team and their role within it. They share resources, respond to requests from other parts of the organization, and support larger legitimate organizational agendas as more important than local or personal goals.

  • Customer Orientation - Effective performers stay close to customers and consumers. They view the organization through the eyes of the customer and go out of their way to anticipate and meet customer needs. They continually seek information and understand market trends.

  • Leader Identification - Effective performers identify with the role of leader and enjoy positions of responsibility and the exercise of authority. They understand that management is a distinct vocation and choose to be in a leadership position.

  • Talent Management - Effective performers keep a continual eye on the talent pool, monitoring skills and needs of all team members. They expand the skills of staff through training, coaching, and development activities related to current and future jobs. They evaluate and articulate present performance and future potential to create opportunities for better use of staff abilities. They identify developmental needs and assist individuals in developing plans to improve themselves. They stay proficient in appropriate talent management processes, including best practices for prospecting, recruiting, selection, orientation, and succession management.

  • Team Management - Effective performers create and maintain functional work units. They understand the human dynamics of team formation and maintenance. They formulate team roles and actively recruit and select to build effective workgroups. They develop and communicate clear team goals and roles, and they provide a level of guidance and management appropriate to the circumstances. They reward team behavior and foster a team atmosphere in the workplace.

  • Organizing & Planning - Effective performers have strong organizing and planning skills that allow them to be highly productive and efficient. They manage their time wisely and effectively prioritize multiple competing tasks. They plan, organize, and actively manage meetings for maximum productivity.

  • Results Orientation - Effective performers maintain appropriate focus on outcomes and accomplishments. They are motivated by achievement and persist until the goal is reached. They convey a sense of urgency to make things happen. They respect the need to balance short- and long-term goals. They are driven by a need for closure.

HSEQ DUTIES & RESPONSIBILITIES
  • Understand and provide visible support of Destination Zero

  • Practice job duties with Safety at the core of all tasks

  • A job is not complete unless it is done safely

  • Stand-Up, Speak-Out, and Take-Action - Do the right thing when no one is looking, report safety concerns, near misses and incidents to management, use the Stop Work authority to immediately stop unsafe acts or work practices.

DIMENSIONS
The primary responsibility is to implement comprehensive internal import and export controls to ensure compliance with government regulations.
PHYSICAL DEMANDS AND ENVIRONMENTAL CONDITIONS
PHYSICAL DEMANDS:
While performing the duties of this job, the employee is regularly required to sit, use hands to handle or feel, reach with hands and arms, and talk or hear. The employee is frequently required to stand and walk. The employee is occasionally required to climb or balance, stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds. The employee must occasionally lift and/or move up to 25 pounds.
WORK ENVIRONMENT: The noise level in the work environment is usually moderate.
AMR
DISCLAIMER
The above Statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed, as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.
PHI Aviation, LLC provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws

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