Senior Program Manager (Performance Management)

Socure; United States; Remote; USD 140,000 - 190,000; Full time

Benefits offered by this job

Health coverage

Parental leave

401(k)

Life Insurance

PTO

100% Remote

WFH allowance

Deskpass

Mental health support

Learning & development

EAP

Fertility support

Legal resources

Job summary

Socure is seeking a Sr. Program Manager, Performance to own and continuously improve our performance operating system.

You will design end-to-end processes for goal-setting, check-ins, feedback, recognition, and reviews, while administering platforms like 15Five and Workday to scale adoption across the organization. Applicants should combine strong program management with people analytics fluency, documenting insights in dashboards and guiding executives, managers, and staff.

Qualifications

• Bachelor’s degree or equivalent; 6–8+ years in program/people management or HR/People programs.
• Proven end-to-end program ownership from design to iteration in fast-paced environments.
• Strong ability to translate performance data into guidance for leaders and employees.
• Proficient with analytics, dashboards, and data storytelling for exec audiences.
• Experience configuring or optimizing performance/feedback platforms is a plus.

Responsibilities

• Own end-to-end delivery of goal-setting, check-ins, feedback, recognition, and reviews.
• Administer and optimize performance platforms (e.g., 15Five, Workday).
• Design and run recognition programs and measurement of engagement/retention.
• Build calibration processes for ratings and support manager enablement.
• Partner with HRBPs and leaders to ensure adoption and alignment with pay-for-performance.

Skills

Program management

People analytics

Stakeholder management

Communication

Data storytelling

AI-enabled tooling

Education

Bachelor’s degree

Tools

15Five

Workday

Lattice

Kona insights

Job description

• The Sr. Program Manager, Performance is a strategic, hands‑on program owner responsible for designing, running, and continuously improving Socure’s performance operating system
• Reporting to the Head of Talent Development & OE, this role owns end‑to‑end delivery of goal‑setting, check‑ins, continuous feedback, recognition, and performance reviews, and partners closely on the talent planning work that draws on that data — calibration, talent mapping, and action planning
• 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

Benefits

• Health: Comprehensive medical coverage, including vision, dental, and FSA
• Parental Leave: Generous leave allowance for
  parents‑to‑be
• 401k: Pre‑tax savings for retirement
• Life Insurance: Protect your family in
  case of emergency
• PTO: Take as much time as you need,
  when you need it
• 100% Remote: Work from anywhere anytime, whatever suits your lifestyle
• WFH Allowance: Generous reimbursement program to maximize your WFH setup
• Deskpass: Work in an office environment whenever you feel the need
• Mental Health Provider: Connect with clinicians when you need it
• Learning & Development: Self‑education allowance & free career coaching
• Employee Assistance Program “EAP”: Lifestyle resources available as well as additional mental health resources
• Fertility Provider: Family planning solutions for those interested
• Personal Legal Support: Significant discounts with RocketLawyer

The ideal candidate pairs strong program management with people analytics fluency and knows how to use AI‑enabled tools and systems to scale a high‑adoption, high‑trust performance cultureHigh attention to detail and ownership, and comfort operating with a mix of structure and ambiguity as programs evolveExperience configuring or optimizing performance/feedback platforms (e.g., 15Five, Lattice, Workday) is a plusWorking knowledge of talent planning concepts (9-box/talent mapping, calibration, succession, capability/skills‑gap assessment) and how they connect to performance dataExperience using AI or automation tools to streamline workflows (drafting communications, summarizing feedback, generating reports) or strong aptitude to learnStrong stakeholder management skills and the ability to influence without authority across People sub‑teams and business partnersProven experience owning an end‑to‑end performance or talent program (design, plan, launch, execution, iteration)6–8+ years of relevant experience in program management, performance management, HR/People programs, or a similar role, ideally in a fast‑paced or tech environmentStrong program and project management skills, with the ability to manage multiple concurrent workstreams, build clear plans, manage dependencies, and deliver on timeExcellent written and verbal communication skills, with the ability to translate performance data and program mechanics into clear guidance for executives, managers, and individual contributorsDemonstrated proficiency in people analytics and data storytelling — comfortable working with data and building dashboards or reporting views for leadersBachelor’s degree