Senior Program Manager, Talent Management

See yourself at Twilio

Join the team as Twilio’s next Senior Program Manager, Talent Management.

About the job

The Senior Program Manager, Talent Management (Performance Management) is responsible for the end-to-end execution, evolution, and operational excellence of the company’s performance management programs. This role owns the annual performance cycle and all in-year updates, ensuring processes are delivered on time, clearly communicated, and effectively enabled.

This role works in close partnership with HR Business Partners, who lead performance guidance directly with the business. The Senior Program Manager ensures HRBPs are fully equipped with clear process direction, timelines, tools, and talking points so they can confidently and consistently support leaders and managers throughout each cycle.

Partnering closely with the HR Business Partners, Communications, Compensation and the HR Tech team, this role ensures performance programs are simple, scalable, compliant, and well-adopted, while continuously improving the experience based on feedback and data.

Responsibilities

In this role, you’ll:

Own performance cycle execution

• Lead the end-to-end delivery of the annual performance cycle, including feedback moments, reviews, calibration support, and downstream handoffs (e.g., compensation).
• Develop and manage detailed project plans, timelines, dependencies, and risk mitigation strategies to ensure flawless execution.
• Coordinate readiness across policy, systems, enablement, communications, and HRBP support.

Enable HR Business Partners

• Partner closely with HR Business Partners to ensure they are fully prepared to guide leaders and managers through performance cycles.
• Translate program design and policy into clear HRBP-facing guidance, including timelines, key messages, FAQs, escalation paths, and manager coaching considerations.
• Proactively identify where HRBPs may need additional clarity or support and address gaps before cycles launch.
• Gather structured feedback from HRBPs during and after cycles to inform improvements.

Drive clarity, enablement, and adoption

• Design and execute clear, audience-specific communications for employees, managers, and HRBPs that explain what’s changing, what’s required, and why it matters.
• Build and deliver manager enablement (guides, toolkits, live sessions, office hours) that HRBPs can confidently reinforce with the business.
• Ensure enablement materials are practical, timely, and easy to use, especially for frontline managers.

Partner closely with the HR Technology team

• Act as the primary performance program partner to the Workday team, translating program requirements into system configuration, testing, and launch plans.
• Ensure the technology experience supports a simple, intuitive, and compliant