Talent & Program Manager; Remote WEST COAST

Veeam is the Data and AI Trust Company, specializing in helping organizations ensure their data and AI are fully understood, secured, and resilient to enable the acceleration of safe AI  the market leader in both data resilience and data security posture management, Veeam is built for the convergence of identity, data, security, and AI risk. Headquartered in Seattle with offices in more than 30 countries, Veeam protects over 550,000 customers worldwide, who trust Veeam to keep their businesses running.

Join us as we go fearlessly forward together, growing, learning, and making a real impact for some of the world’s biggest brands.

The Talent Growth & Inclusion Program Manager sits at the center of how Veeam defines, communicates, and enables career growth. Working alongside the Senior Manager, Talent Growth & Inclusion,you'llbuildthe career architecture that tells team members what good looks like at every level andrunthe two performance cycles each year where those expectations get put to work.

This is a builder role.

You'llcreatestructurewhere there's ambiguity, then make that structure land: in Workday, in manager conversations, and in how people make real decisions about their careers.

You'lloperatewith autonomy, bringing higher-impact decisions to yourmanagerand setting your own path on the rest.

• Design andmaintaincareer paths across all 150 career tracks — critical skills, behavioral expectations, and progression criteria at each level — making independent calls within an established framework and escalating only what genuinely needs it.
• Build durable relationships with subject matter experts acrossfunctions, and establish the governance rhythms that keep career contentaccurateas the business changes.
• Partner across People & Culture so career architecture actively feeds Recruiting, Onboarding, Performance & Feedback, Mobility, Workforce Planning, and Rewards — spotting the gaps and proposing solutions without waiting to be asked.
• Drive the operational buildout of internal mobility: process documentation, stakeholder enablement, and a continuous improvement cadence built on real feedback.
• Advise stakeholders on how career design decisions affectequitableoutcomes across populations, functions, and regions.

• Project manage Veeam's twice-annual performance review cycles end to end — timeline, dependencies, readiness gates, escalation paths, and post-cycle retrospective.
• Rally a diverse group of collaborators (HRBPs, Rewards, HRIS, Comms, regional leads) around a single plan, and hold the plan when priorities compete.
• Refine and launch cycle communications andmanagerenablement, iterating each cycle based on completion data, quality signals, and participant feedback.

• Design communications, resources, and enablement that change how team members and managers think about career and performance tools — not just how they click through them.
• Support the Workday configuration story for career and performance: partner with HRIS/IT on design, configuration, testing, and adoption;identify opportunities to streamline workflows and apply AI capabilities to reduce manual effort.
• Translate program data into insights and recommendations — surface trends, challenge assumptions, and propose the improvement rather than reporting the number.

• Experience in talent management, performance management, HR, or organizational development, including ownership of a recurring cyclical program
• Proven ability to run complex, interdependent work streams independently and deliver in ambiguity with minimal supervision
• Hands-on Workday experience; configuration or testing…