Senior Program Manager, Talent Management

📋 Description

• • Join Twilio Inc. as our next Senior Program Manager, Talent Management, a pivotal role focused on the strategic execution and continuous improvement of our performance management programs. This is a unique opportunity to shape how we assess, develop, and recognize our most valuable asset – our people – within a globally recognized, remote-first communication technology company.
• • As the owner of our annual performance cycle, you will be instrumental in ensuring its seamless delivery from start to finish. This includes overseeing critical moments such as feedback collection, formal reviews, calibration sessions, and the crucial downstream handoffs to compensation and other talent processes. Your expertise will be vital in maintaining the integrity and effectiveness of these processes.
• • You will be responsible for developing and meticulously managing comprehensive project plans. This involves defining clear timelines, identifying and mitigating potential risks, and ensuring all dependencies are managed to guarantee flawless execution of the performance cycle. Your proactive approach to project management will be key to anticipating challenges and ensuring smooth operations.
• • A significant aspect of this role involves enabling our HR Business Partners (HRBPs). You will work in close partnership with them, ensuring they are fully equipped with the knowledge, tools, and resources needed to confidently guide leaders and managers through each performance cycle. This includes translating complex program designs and policies into easily digestible guidance, timelines, key messages, FAQs, and escalation paths.
• • You will proactively identify areas where HRBPs might require additional clarity or support, addressing any gaps before the cycles officially launch. Your ability to anticipate needs and provide timely support will be crucial for consistent application of performance management practices across the organization.
• • Gathering structured feedback from HRBPs during and after each cycle is essential. This feedback will be a cornerstone for informing iterative improvements and ensuring our programs remain relevant and effective in a dynamic business environment.
• • Driving clarity, enablement, and adoption across the company is a core responsibility. You will design and execute clear, audience-specific communications tailored for employees, managers, and HRBPs. These communications will articulate what is changing, what is required, and, most importantly, why it matters for individual and organizational growth.
• • You will build and deliver robust manager enablement resources, including comprehensive guides, practical toolkits, and engaging live sessions or office hours. These resources will empower HRBPs to confidently reinforce best practices with the business, ensuring managers are well-equipped to lead performance conversations effectively.
• • Ensuring that all enablement materials are practical, timely, and user-friendly, with a particular focus on supporting frontline managers, will be a key objective. Your efforts will directly contribute to a positive and productive performance management experience for all employees.
• • A critical partnership will be maintained with the HR Technology team, specifically the Workday team. You will serve as the primary performance program partner, translating intricate program requirements into system configurations, testing scenarios, and launch plans. Your role will ensure that our technology infrastructure seamlessly supports a simple, intuitive, and compliant performance process.
• • You will coordinate vital activities such as system testing, issue triage, and post-cycle retrospectives in collaboration with HR Tech and HRBPs, ensuring that our systems are robust and responsive to program needs.
• • Applying structured change management practices will be essential to support the adoption of performance updates and process improvements. Your strategic approach to change will minimize disruption and maximize engagement.
• • You will analyze performance cycle data and qualitative feedback from HRBPs to identify friction points, assess adoption rates, and pinpoint potential risks. This data-driven approach will inform strategic recommendations for improvement.
• • You will be responsible for recommending and implementing iterative enhancements to the performance management programs, ensuring continuous improvement while maintaining operational stability and program integrity.
• • Providing clear visibility and accountability to Talent leadership and senior stakeholders is paramount. You will track and report on program status, key risks, adoption metrics, and overall outcomes, ensuring transparency and informed decision-making.
• • You will proactively surface issues with clear, actionable options and well-reasoned recommendations, enabling swift and effective resolution.
• • Maintaining strong operational documentation and comprehensive decision records will ensure a clear audit trail and facilitate knowledge transfer for future cycles and initiatives.
• • This role is based remotely in Canada (Ontario, British Columbia, or Alberta), offering the flexibility to work from home while contributing to a global impact. Occasional travel may be required for project or team in-person meetings, fostering connection and collaboration.