Senior Program Manager, Performance Management

Crusoe•San Francisco, CA

8d•$125,000 - $155,000

About The Position

Crusoe is seeking a Senior Program Manager, Performance Management to build and evolve core talent programs including performance management, talent review, succession planning, job architecture, and career frameworks. This role is for someone who thrives in a fast-paced, scaling environment and is comfortable building new programs from scratch. The ideal candidate will bring structure to ambiguity, earn trust from senior leaders, and translate strategic direction into durable, adopted programs. A key aspect of this role is designing programs flexible enough to accommodate Crusoe's diverse workforce, from skilled tradespeople to engineers and researchers, while maintaining consistency across all. This position is within the People Operations & Strategy team, which manages talent programs end-to-end with a product-oriented approach.

Requirements

Hands-on experience designing and managing performance management, talent review, or succession planning programs at scale.
Builder's mindset — able to work through ambiguity, pressure-test program designs with stakeholders, and iterate toward solutions that actually stick.
AI fluency — actively use AI tools to accelerate work, generate insights, and problem-solve creatively.
Cross-functional influence and credibility — able to earn the trust of senior business leaders and drive adoption of programs that require their active participation.
Change management experience driving meaningful adoption across complex organizations.
Data-driven approach to measuring program effectiveness and iterating on results.
Clear, concise communicator across all audiences and levels.

Nice To Haves

4-7+ years in People/HR program management or talent management.
Bachelor's degree in HR, Organizational Development, Business, or equivalent experience.
Experience with Workday (HCM, Talent, or Performance modules).
Background in job architecture, skills frameworks, or competency model design.
Hands-on use of AI tools (e.g., generative AI, workflow automation) to enhance People programs.

Responsibilities

Redesign and operationalize the performance management strategy, building a calibrated and consistent approach that scales with the business and equips managers for meaningful performance conversations.
Scale talent reviews and build succession planning programs to identify and develop high-potential talent.
Build the talent infrastructure for Crusoe's scaling operations, including piloting new programs, pressure-testing them, and implementing scalable, Workday-enabled systems.
Integrate AI into the development and execution of performance programs to enhance calibration, surface insights, and accelerate delivery.
Own job architecture end-to-end, including designing and maintaining leveling guidelines, job families, and skills taxonomy, managing update cycles, stakeholder communications, and technical administration.
Develop manager capability programs (toolkits, training, enablement) to support effective performance conversations.
Design transparent career pathways and internal mobility frameworks to help employees identify and pursue internal opportunities.
Define the measurement strategy for performance programs, partnering with Employee Success Partners, People Analytics, and business leaders to conduct effectiveness reviews and translate data into recommendations.
Lead rollout, adoption, and change management initiatives across the business in collaboration with COEs.
Build and document scalable processes to ensure consistency across all talent programs.