Senior Manager, Performance & Talent Management

SHOULD YOU ACCEPT THIS CHALLENGE...

As Pure’s Senior Manager, Performance & Talent Management, reporting to the Sr Director, Talent Management, you will drive the implementation of three key pillars of our Talent Ecosystem: Performance Management, Talent Review & Succession Management, and the development of a future skills-based approach. This leadership role will not only ensure alignment with Pure’s business goals but also position you as a key contributor to talent transformation at scale.

You will manage a small but powerful team with one direct report, a junior analyst. Together, you’ll combine strategic leadership with tactical execution, leveraging the support of your team to deliver impactful results. Your role as a people manager will be key in coaching and developing this direct report, fostering growth, and building a collaborative, high-performing unit.

WHAT YOU’LL NEED TO BRING TO THIS ROLE...

• Drive Advancement within our Talent Management Maturity Model:
  Lead and shape the development of a transformational global talent strategy that supports business growth by enhancing talent pipelines and advancing our Talent Management Maturity Model towards a more integrated and strategically aligned function. Ensure that talent readiness and leadership development are prioritized to meet the evolving needs of the organization.
• Performance Management Excellence:
  As a strategic leader, you will propose the overall approach, guiding principles, and execution strategies for Pure’s performance management programs. In this capacity, you will focus on shaping a high-impact, holistic performance management process that drives organizational success and aligns with business goals. You’ll establish frameworks that promote continuous feedback, coaching, and career development.
  While overseeing the end-to-end execution of the quarterly and annual performance management cycle, you will lead the design of key initiatives and set the strategic direction. You will focus on innovating and improving performance management practices, ensuring robust tracking, reporting, and alignment with talent objectives.
• Talent Review & Succession Planning: Lead the Executive Talent Review (ETR) process, implement talent reviews on demand, build diverse talent pools, and design succession solutions to address leadership gaps. Ensure integrated succession management aligned with performance management and other talent processes, driving data-based decisions and actionable development plans
• Skills-Based Approach:
  Co-Lead Pure’s journey towards a skills-based approach to talent management. Although we are in early stages, you will serve as a thought leader and strategic advisor, guiding the organization on how to embed skills-based principles across talent initiatives. This includes developing a roadmap for scaling the approach, advising on skills assessments, and working cross-functionally to drive understanding and adoption of a skills-first mindset.
• Leadership Development & Growth:
  Accelerate the readiness of leaders and top talents. Collaborate with the Director of Talent Management, leaders, and HRBPs to create and track development plans for talent pools and succession candidates identified during Executive Talent Reviews. Ensure accountability by monitoring progress against plans and reporting to leadership.
• People Management & Team Development:
  Manage and mentor your junior analyst direct report, empowering them to take ownership of tactical aspects of performance management. Develop their capabilities, ensuring they grow in their role and are well-aligned with Pure’s strategic priorities. You’ll cultivate a collaborative, results-oriented environment, maximizing the impact of your small but high-performing team.
• Subject Matter Expertise:
  Serve as a hands-on advisor and subject matter expert, providing education, training, and guidance to ensure consistent, high-quality execution of performance and talent review processes. Help evolve these programs based on emerging industry trends and best practices.
• HR Technology Partnership:
  Partner closely with the HR IT Technology team to ensure talent processes are seamlessly integrated into Workday. Act as the liaison for employee and manager experiences during key talent processes.
• Context & Market Trends:
  Stay ahead of trends influencing performance and talent management. Recommend enhancements to internal processes based on shifting market demands or business strategies. Update and evolve guidelines as needed.
• Communication & Content Design:
  Develop content and communications for stakeholders to support Performance Management, Talent Reviews, and Succession Management. Create toolkits and training materials for HRBPs, managers, and employees, ensuring clarity and alignment throughout the organization.

Who You'll Work With:

You will develop trusted relationships with key teams, including:

• HRBP Team: Partner closely with HRBPs to ensure alignment across the globe for talent and performance initiatives.
• Rewards Team: Collaborate to manage the annual performance cycle with a focus on integrating performance metrics into reward decisions.
• Internal Communications: Work with the Internal Communications team to ensure robust, clear messaging on talent strategies.
• Learning & Development: Support initiatives around coaching, feedback, and capability building related to performance and talent management.
• IT Team: Collaborate with IT to ensure the alignment of talent processes with technology solutions like Workday.

Desired Experience:

• Bachelor’s degree required, advanced degree a plus.
• 8 years of HR experience in fast-paced, high-growth environments.
• Strong background in performance management and talent review cycles.
• Experience driving large-scale, transformational change initiatives.
• Experience with skills-based talent management is highly desirable.
• Proven ability to manage complex projects and deliver results.
• Technically savvy and comfortable working with HR systems (e.g., Workday).

Competencies, Learning Agility Associated Behaviors :

• Strong problem-solver with the ability to distill complex information.
• Ability to balance operational tasks with strategic, big-picture thinking.
• Excellent communication skills, both verbal and written.
• Able to manage ambiguity and adapt to a continuously evolving environment.
• Strong execution skills, with a focus on accuracy and attention to detail.

We are primarily an in-office environment and therefore, you will be expected to work from the Lehi, UT office in compliance with Pure’s policies, unless you are on PTO, or work travel, or other approved leave.

The annual base salary range is: $120,000 – $181,000. 

Salary ranges are determined based on role, level and location. For positions open to candidates in multiple geographical locations, the base salary range is reflective of the labor market across the applicable locations. 

This role may be eligible for incentive pay and/or equity. 

And because we understand the value of bringing your full and best self to work, we offer a variety of perks to manage a healthy balance, including flexible time off, wellness resources, and company-sponsored team events - check out purebenefits.com for more information. 

There is no application deadline and we accept applications on an ongoing basis until the job is filled.

LI-TH3 

Salary : $120,000 - $181,000