Senior Program Manager, Talent Management

Twilio

15h • Remote

About The Position

The Senior Program Manager, Talent Management (Performance Management) is responsible for the end-to-end execution, evolution, and operational excellence of the company’s performance management programs. This role owns the annual performance cycle and all in-year updates, ensuring processes are delivered on time, clearly communicated, and effectively enabled.
This role works in close partnership with HR Business Partners, who lead performance guidance directly with the business. The Senior Program Manager ensures HRBPs are fully equipped with clear process direction, timelines, tools, and talking points so they can confidently and consistently support leaders and managers throughout each cycle.
Partnering closely with the HR Business Partners, Communications, Compensation and the HR Tech team, this role ensures performance programs are simple, scalable, compliant, and well-adopted, while continuously improving the experience based on feedback and data.

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.

Nice To Haves

• Experience supporting performance cycles that inform compensation and talent decisions.
• Familiarity with change management frameworks and adoption measurement.
• Strong judgment, attention to detail, and ability to operate effectively amid ambiguity.

Responsibilities

• 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.

Benefits

• Working at Twilio offers many benefits, including competitive pay, generous time off, ample parental and wellness leave, healthcare, a retirement savings program, and much more.
• Offerings vary by location.
• Based on role, employees may also be eligible for additional compensation and benefits, including but not limited to incentive programs, commissions, equity grants, health and wellness benefits, retirement contributions, and paid time off.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed