Program Manager, Performance and Talent Planning

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Program Manager, Performance and Talent Planning based in United States.

This role sits at the intersection of people strategy, program management, and technology-enabled employee <experiences.You> will help shape scalable performance and talent programs that support career growth, leadership development, and organizational planning.Working across People teams and business stakeholders, you will turn complex needs into clear, durable processes and systems.The role offers broad visibility and requires strong judgment when navigating ambiguity, competing priorities, and global <perspectives.You> will use qualitative and quantitative insights to identify problems, improve experiences, and drive measurable <outcomes.As> a highly cross-functional position, you will influence stakeholders across functions and time zones while creating alignment and momentum.This is an opportunity to help build modern, global talent practices within a fast-paced, technology-driven environment.

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.