About the role 

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'll build the career architecture that tells team members what good looks like at every level and run the two performance cycles each year where those expectations get put to work. 

This is a builder role. You'll create structure where there's ambiguity, then make that structure land: in Workday, in manager conversations, and in how people make real decisions about their careers. You'll operate with autonomy, bringing higher-impact decisions to your manager and setting your own path on the rest. 

What you'll do 

Career architecture (the anchor) 

• Design and maintain career 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 across functions, and establish the governance rhythms that keep career content accurate as 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 affect equitable outcomes across populations, functions, and regions. 

Performance cycle program management 

• 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 and manager enablement, iterating each cycle based on completion data, quality signals, and participant feedback. 

Change strategy, communications, and technology enablement 

• 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. 

What you'll bring 

• Experience in talent management, performance management, HR, or organizational development, including ownership of a recurring cyclical program
• Proven ability to run complex, interdependent workstreams independently and deliver in ambiguity with minimal supervision
• Hands-on Workday experience; configuration or testing exposure in Talent or Performance modules strongly preferred
• Strong communicator who creates clarity in complex discussions and influences without authority across functions, levels, and regions
• Track record of driving outcomes through partnership, not just coordination — you build the coalition, then deliver through it
• Analytical mindset: comfortable interpreting program data, and using AI tools to sharpen the analysis
• Growth mindset and genuine curiosity about emerging technology — you challenge the status quo and adapt the plan when conditions shift, without dropping quality
• Willingness to mentor and share knowledge with junior colleagues on the team

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