Job SummaryThe Sr. Program Manager, Performance is a strategic, hands-on program owner responsible for designing, running, and continuously improving Socure's performance operating system.
Reporting to the Head of Talent Development & OE, this role owns end-to-end delivery of goal-setting, check-ins, continuous feedback, recognition, and performance reviews, and partners closely on the talent planning work that draws on that data - calibration, talent mapping, and action planning. The ideal candidate pairs strong program management with people analytics fluency and knows how to use AI-enabled tools and systems to scale a high-adoption, high-trust performance culture.
Job Responsibilities- Own end-to-end execution of the performance operating system - goal-setting, progress check-ins, continuous feedback, recognition, and performance reviews/assessments - from cycle design and calendar through configuration, communications, training, and post-cycle retrospective.
- Administer and optimize Socure's performance platform(s) (e.g., 15Five, Workday), including configuration, adoption tracking, manager and employee enablement, and ongoing evaluation of whether tools continue to meet the business's needs as Socure scales.
- Design and run recognition programs (e.g., peer recognition, performance-based awards), exploring recognition levers beyond compensation and measuring their impact on engagement and retention.
- Build and facilitate the calibration process for performance ratings, ensuring consistent standards across managers & functions, and partnering with People Partners on manager enablement and bias mitigation.
- Partner with Total Rewards to ensure a cohesive talent cycle across performance and compensation, and that performance outcomes connect cleanly to pay-for-performance decisions.
- Leverage People Analytics and AI-enabled tools (e.g., dashboards, 15Five/Kona insights, generative AI) to synthesize data, generate reports, and surface trends that inform decisions. Use data and manager/employee feedback to continuously refine the operating system.
- Build and maintain the playbooks, templates, manager guides, and communications that support each part of the performance cycle, and identify opportunities to automate recurring workflows (reminders, nominations, reporting) using AI-enabled tools.
- Partner closely with HRBPs, HR Tech, Total Rewards, and business leaders to ensure programs are well understood, consistently adopted, and localized where needed; serve as the day-to-day point of contact for performance program questions and escalations.
- Stay current on market practice in performance management and talent planning, bringing external benchmarks and emerging approaches (e.g., continuous performance management, AI-enabled coaching) into program design.
Job Requirements- Bachelor's degree.
- 6-8+ years of relevant experience in program management, performance management, HR/People programs, or a similar role, ideally in a fast-paced or tech environment.
- Proven experience owning an end-to-end performance or talent program (design, plan, launch, execution, iteration).
- Working knowledge of talent planning concepts (9-box/talent mapping, calibration, succession, capability/skills-gap assessment) and how they connect to performance data.
- Demonstrated proficiency in people analytics and data storytelling - comfortable working with data and building dashboards or reporting views for leaders.
- Strong program and project management skills, with the ability to manage multiple concurrent workstreams, build clear plans, manage dependencies, and deliver on time.
- Experience configuring or optimizing performance/feedback platforms (e.g., 15Five, Lattice, Workday) is a plus.
- Experience using AI or automation tools to streamline workflows (drafting communications, summarizing feedback, generating reports) or strong aptitude to learn.
- Excellent written and verbal communication skills, with the ability to translate performance data and program mechanics into clear guidance for executives, managers, and individual contributors.
- Strong stakeholder management skills and the ability to influence without authority across People sub-teams and business partners.
- High attention to detail and ownership, and comfort operating with a mix of structure and ambiguity as programs evolve.
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