Performance Programs Manager

Pure Storage•Santa Clara, UT

1d•$104,000 - $157,000•Onsite

About The Position

We’re in an unbelievably exciting area of tech and are fundamentally reshaping the data storage industry. Here, you lead with innovative thinking, grow along with us, and join the smartest team in the industry. This type of work—work that changes the world—is what the tech industry was founded on. So, if you're ready to seize the endless opportunities and leave your mark, come join us. THE ROLE Join us as a Performance Programs Manager to own the execution, integrity, and capability building of Pure’s Performance Management system across the entire global employee population . You will leverage your expertise to develop scalable frameworks and drive operational excellence across goal setting, mid-year check-ins, career conversations, and review cycles. Reporting to the Sr. Director, Talent Management and Portfolio Leader, you will collaborate closely with the Talent Transformation Team, HR Business Partners and leadership to ensure organizational efficiency and accountability through seamless operations to support an integrated performance management process – ultimately helping Pure achieve its strategic goals by aligning individual performance with company priorities, driving a culture of accountability, and empowering every employee to deliver their best work. You will demonstrate strong executive presence, exceptional communication skills (written and verbal), and a proven track record in program managing multiple complex programs. The ideal candidate must possess a high degree of ownership, proven results of earning trust with customers, and have strong business acumen.

Requirements

Deep Expertise in Performance Management: Proven ability to strategically design, implement, and operate global cycles for Performance Management within a fast-paced, complex organization.
Reinforce Policy & Framework Contribution: Guide the development of new policies, frameworks, and best practices for performance management, ensuring alignment with evolving business strategy and culture.
Strategic & Systems Thinking: A clear capability to balance strategic, big-picture program design (e.g., advancing the Annual Performance Review Process) with rigorous, hands-on execution, ensuring solutions are scalable and integrated with HR technology like Workday Performance Management Modules . Has a creative perspective on performance management with an advanced understanding of modern talent best practices with the imagination to think beyond them.
Exceptional Communication and Content Design: The ability to distill complex concepts into clear, concise communications, toolkits, and training materials for diverse audiences, including employees, managers, and executive stakeholders.
Consultative Change Leadership: Demonstrated experience in driving significant, transformational HR program changes across a global organization, relying on influence, data-driven insights, and exceptional cross-functional partnership (e.g., with HRBPs, HRIT, HR Operations).

Responsibilities

Own the end-to-end management, administration, and execution of all performance cycles (goal setting, mid-year check-ins, career conversations, annual reviews), building upon the robust programs already in place while translating organizational priorities into scalable frameworks that drive alignment and accountability across all global teams.
Ongoing Innovation: Develop and refine performance management methodologies and evaluation criteria, applying independent judgment to adapt and evolve processes based on business needs and data insights. Continuously enhance and modernize the strong foundation already established by the team, benchmarking and integrating emerging external best practices to ensure Pure’s approach remains modern, fair, and data-driven.
System and Data Integrity: Serve as the subject matter expert (SME) and administrator for the HRIS/Workday Performance Management module . Ensure configuration, data accuracy, and user experience are seamless and efficient.
Operational Excellence: Lead all program logistics, including monitoring completion rates, troubleshooting system issues, and running operational reports and variance analyses to track widespread adoption and compliance.
Organizational Enablement: Partner closely with the Learning & Development team to support, reinforce and amplify training and communication efforts that build capability in feedback, coaching and performance conversations across the organization.
Cross-Talent Collaboration: Partner across the Talent Transformation team, actively contributing to and participating in cross-functional team projects that advance key enterprise talent efforts such as leadership development programs, succession planning, and broader enterprise talent strategies.