Senior Program Manager, Talent Management

Role Overview

• Own performance cycle execution
• Lead the end-to-end delivery of the annual performance cycle, including feedback moments, reviews, calibration support, and downstream handoffs (e.g., compensation).
• Develop and manage detailed project plans, timelines, dependencies, and risk mitigation strategies to ensure flawless execution.
• Coordinate readiness across policy, systems, enablement, communications, and HRBP support.
• Enable HR Business Partners
• Partner closely with HR Business Partners to ensure they are fully prepared to guide leaders and managers through performance cycles.
• Translate program design and policy into clear HRBP-facing guidance, including timelines, key messages, FAQs, escalation paths, and manager coaching considerations.
• Proactively identify where HRBPs may need additional clarity or support and address gaps before cycles launch.
• Gather structured feedback from HRBPs during and after cycles to inform improvements.
• Drive clarity, enablement, and adoption
• Design and execute clear, audience-specific communications for employees, managers, and HRBPs that explain what’s changing, what’s required, and why it matters.
• Build and deliver manager enablement (guides, toolkits, live sessions, office hours) that HRBPs can confidently reinforce with the business.
• Ensure enablement materials are practical, timely, and easy to use, especially for frontline managers.
• Partner closely with the HR Technology team
• Act as the primary performance program partner to the Workday team, translating program requirements into system configuration, testing, and launch plans.
• Ensure the technology experience supports a simple, intuitive, and compliant process.
• Coordinate testing, issue triage, and post-cycle retrospectives with HR Tech and HRBPs.
• Manage change and continuous improvement
• Apply structured change management practices to support adoption of performance updates and process improvements.
• Analyze cycle data and qualitative HRBP feedback to identify friction points and risks.
• Recommend and implement iterative enhancements while maintaining operational stability.
• Provide visibility and accountability
• Track and report on program status, risks, adoption, and outcomes to Talent leadership and senior stakeholders.
• Surface issues early with clear options and recommendations.
• Maintain strong operational documentation and decision records.

Requirements

• 7–10 years of experience in performance management, talent management, HR operations, or program management.
• Proven experience delivering enterprise-scale people programs in partnership with HR Business Partners.
• Strong program and project management skills, including stakeholder alignment and risk management.
• Experience developing HRBP and manager-facing enablement and communications.
• Hands-on experience partnering with HR technology teams, including Workday or similar HCM platforms.

Benefits

• competitive pay
• generous time off
• ample parental and wellness leave
• healthcare
• a retirement savings program
• incentive programs
• commissions
• equity grants
• health and wellness benefits
• retirement contributions
• paid time off