Sr. Program Manager, Performance Management

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.

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