We are seeking an experienced People Programs Manager to join our Performance & Talent Programs team. This role will own the design and end-to-end execution of Anthropic's performance programs - performance pulses, biannual review cycles, promotions, and the continuous feedback practices that connect them - producing the year-round performance signal that feeds our talent intelligence layer and upholds our performance bar as we scale. This is a senior individual contributor role reporting to the Head of Performance & Talent Programs, and a great fit for a true builder who has both seen performance management excellence at scale and is excited to roll up their sleeves in a rapidly scaling, high-ambiguity environment. Key responsibilities • Own end-to-end execution of Anthropic's cyclical performance programs (performance pulses, promotions, biannual review cycles) and the continuous feedback practices between them • Ensure these programs scale durably and uphold Anthropic's performance bar and talent density as the company grows • Design programs to produce useful performance signal year-round and feed it into the talent intelligence layer to inform succession, critical talent identification, and deployment decisions • Partner cross-functionally with People Services on cycle execution, People Products on program tooling, and People Analytics on connecting performance data to broader people data and insights • Iterate on program frameworks (calibration, rating constructs, feedback formats, promotion criteria) based on data, manager feedback, and Anthropic's evolving needs • Lead program redesigns and change management, including stakeholder alignment, rollout planning, and communications • Develop and deliver enablement that helps managers and People Partners run each cycle confidently and consistently Minimum qualifications • Systems thinker who treats performance programs as a signal-generating system, caring as much about data quality and downstream usefulness as about cycles landing on time • Demonstrated experience shaping performance tooling (Workday, Lattice, CultureAmp, or homegrown) and partnering with People Analytics, with comfort getting into the data yourself • Experience building manager enablement that changes behavior, and supporting leaders through performance, promotion, and talent conversations • Strong program management skills and operational rigor, with a track record of running complex multi-month cycles and keeping dozens of stakeholders in sync • Exceptional communicator, particularly in writing, who thrives in ambiguity and evolving scope Preferred qualifications • 7+ years of experience designing, running, and owning performance management, talent review, or promotion programs, preferably through periods of rapid headcount growth The annual compensation range for this role is listed below. For sales roles, the range provided is the role's On Target Earnings ("OTE") range, meaning that the range includes both the sales commissions/sales bonuses target and annual base salary for the role. Annual Salary: $175,000-$245,000 USD Logistics Minimum education: Bachelor's degree or an equivalent combination of education, training, and/or experience Required field of study: A field relevant to the role as demonstrated through coursework, training, or professional experience Minimum years of experience: Years of experience required will correlate with the internal job level requirements for the position Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. However, some roles may require more time in our offices. Visa sponsorship: We do sponsor visas! However, we aren't able to successfully sponsor visas for every role and every candidate. But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this. We encourage you to apply even if you do not believe you meet every single qualification. Not all strong candidates will meet every single qualification as listed. Research shows that people who identify as being from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy, so we urge you not to exclude yourself prematurely and to submit an application if you're interested in this work. We think AI systems like the ones we're building have enormous social and ethical implications. We think this makes representation even more important, and we strive to include a range of diverse perspectives on our team.