Program Manager, Talent Management

Pure Storage•Lehi, UT

2d•$107,000 - $161,000•Onsite

About The Position

Everpure is seeking a Program Manager, Talent Management (Talent Planning) to own end-to-end talent planning products that identify high-potential talent and ensure business-critical roles are succession-ready. The role is part of the Talent Transformation organization and bridges Talent Management and Learning & Development to build sustainable leadership capabilities. The Program Manager partners with HR Business Partners, HRIT, People Analytics, and executive stakeholders to deliver connected talent data ecosystems and modern, AI-accelerated talent reviews. The position is based in Everpure’s Lehi, Utah office. Everpure describes its environment as primarily in-office and requires the employee to work from that office in accordance with company policies, except while on PTO, work travel, or other approved leave. The role has an annual base salary range of $107,000–$161,000 USD and may be eligible for incentive pay and/or equity. Applications are accepted on an ongoing basis until the role is filled.

Requirements

Proven track record designing, implementing, and scaling succession planning, talent reviews, or critical-role frameworks in complex, fast-paced environments.
Demonstrated ability to drive complex, multi-stakeholder talent products through full lifecycles, with strong attention to process integrity and execution rigor.
Proficiency connecting talent processes to enterprise platforms such as Workday and using AI tools to synthesize insights, analyze feedback, and inform strategic decisions.
Ability to build trust and credibility with senior executives and navigate sensitive talent discussions with discretion, objective judgment, and clear communication.
Ability to work from Everpure’s Lehi, Utah office in accordance with company policies, except while on PTO, work travel, or other approved leave.

Responsibilities

Own the product lifecycle and operational cadence for critical roles and succession planning, establishing objective criteria and pipeline health metrics to support leadership continuity.
Design and govern action-oriented talent review rhythms, providing HRBPs and senior leaders with frameworks and data to assess, track, and accelerate high-potential talent development.
Build a unified talent data ecosystem connecting succession, talent reviews, and critical-role readiness across the employee lifecycle in partnership with HRIT and People Analytics.
Measure adoption, user experience, and risk reduction across talent planning products; use external benchmarking and AI tools to continuously optimize platforms.
Develop executive toolkits, guidance, and change management strategies with HR Communications to promote consistent execution across cross-functional teams.