Program Manager, Performance and Talent Planning

Accountabilities

• • Drive and continuously improve global performance programs and practices, creating experiences that clarify expectations, encourage meaningful feedback, and support employee growth and contribution.
  • Partner with People Products and cross-functional stakeholders to translate performance and talent requirements into scalable tools, workflows, systems, and user experiences.
  • Support career development, talent planning, succession, and broader talent investment initiatives as the organization evolves and scales.
  • Lead complex, global, cross-functional programs from problem definition through execution, establishing priorities, milestones, decision mechanisms, and accountability.
  • Build alignment across People, HR, product, technology, and business stakeholders while proactively identifying dependencies, risks, and opportunities.
  • Apply quantitative and qualitative insights to define problems, evaluate program effectiveness, and continuously refine strategy, processes, and execution.
  • Bring a product-oriented mindset to people programs, considering end-to-end user journeys, operational sustainability, iterative development, and continuous improvement.
  • Navigate ambiguous situations and competing priorities with urgency, escalating blockers appropriately and keeping critical initiatives moving forward.
  • Contribute to executive-level talent discussions and help translate organizational priorities into effective people strategies and programs.
  • Use modern technology and AI-enabled tools where appropriate to improve workflows, decision-making, program scalability, and employee experiences.

  Requirements

  • 10+ years of experience building and scaling global People or HR programs, with experience spanning both process design and product or systems design.
  • Demonstrated experience leading complex programs in fast-paced, ambiguous environments requiring significant ownership, structured problem-solving, and cross-functional collaboration.
  • Strong systems-thinking capabilities, with the ability to understand how people, processes, technology, policies, and organizational decisions interact over time.
  • Proven ability to build trusted relationships with senior stakeholders, communicate effectively across organizational levels, and establish clear decision-making and accountability structures.
  • Strong analytical and problem-solving skills, including the ability to develop data-informed problem statements using both quantitative and qualitative insights.
  • High agency, sound judgment, and a bias toward action, with the ability to identify risks and opportunities, move quickly, and make thoughtful decisions when information is incomplete.
  • Excellent communication and stakeholder-management skills, with the ability to influence without formal authority and bring diverse perspectives into alignment.
  • Curiosity, humility, adaptability, and a continuous-learning mindset, with a willingness to challenge assumptions and change direction when evidence supports a better approach.
  • Strong commitment to talent development and building environments where people can grow, perform at their best, and make meaningful contributions.
  • Preferred experience across talent management, organizational development, leadership or executive development, talent operations, compensation, benefits, or related People disciplines.
  • Experience designing and managing People products or systems in high-growth environments with rapid iteration, shifting priorities, and evolving requirements is a plus.
  • Experience leading executive-level talent discussions that influence People strategy is preferred.

  Benefits

  • Base salary: $129,400–$194,200 USD annually, with final compensation determined by experience, qualifications, location, and career level.
  • Equity: Eligibility for equity as part of the overall compensation package.
  • Bonus: Potential company bonus or other incentive compensation, depending on role and eligibility.
  • Retirement: 401(k) plan.
  • Healthcare: Medical, dental, and vision benefits.
  • Wellness: Wellness stipends to support employee well-being.
  • Work arrangement: Remote position for employees located 35 miles (56 km) or more from an office, with opportunities to participate in team meetings, off-sites, events, and other in-person gatherings.
  • Work environment: A highly collaborative, global setting with colleagues working across multiple time zones and functions.
  • Career impact: Opportunity to shape scalable performance, talent, career development, and succession practices at a global technology organization.
  • Development: Exposure to senior stakeholders and complex, high-impact People strategy initiatives.