Program Manager leading the orchestration of transformational initiatives under Mitacs' Transformation Management Office. Focused on ensuring alignment and delivery across multiple corporate initiatives.
About the role
- Senior Program Manager managing the annual performance cycle for Twilio’s talent management. Collaborating with HRBPs and teams to ensure effective program execution while driving continuous improvement.
Responsibilities
- Own performance cycle execution
- Lead the end-to-end delivery of the annual performance cycle, including feedback moments, reviews, calibration support, and downstream handoffs (e.g., compensation).
- Develop and manage detailed project plans, timelines, dependencies, and risk mitigation strategies to ensure flawless execution.
- Coordinate readiness across policy, systems, enablement, communications, and HRBP support.
- Enable HR Business Partners
- Partner closely with HR Business Partners to ensure they are fully prepared to guide leaders and managers through performance cycles.
- Translate program design and policy into clear HRBP-facing guidance, including timelines, key messages, FAQs, escalation paths, and manager coaching considerations.
- Proactively identify where HRBPs may need additional clarity or support and address gaps before cycles launch.
- Gather structured feedback from HRBPs during and after cycles to inform improvements.
- Drive clarity, enablement, and adoption
- Design and execute clear, audience-specific communications for employees, managers, and HRBPs that explain what’s changing, what’s required, and why it matters.
- Build and deliver manager enablement (guides, toolkits, live sessions, office hours) that HRBPs can confidently reinforce with the business.
- Ensure enablement materials are practical, timely, and easy to use, especially for frontline managers.
- Partner closely with the HR Technology team
- Act as the primary performance program partner to the Workday team, translating program requirements into system configuration, testing, and launch plans.
- Ensure the technology experience supports a simple, intuitive, and compliant process.
- Coordinate testing, issue triage, and post-cycle retrospectives with HR Tech and HRBPs.
- Manage change and continuous improvement
- Apply structured change management practices to support adoption of performance updates and process improvements.
- Analyze cycle data and qualitative HRBP feedback to identify friction points and risks.
- Recommend and implement iterative enhancements while maintaining operational stability.
- Provide visibility and accountability
- Track and report on program status, risks, adoption, and outcomes to Talent leadership and senior stakeholders.
- Surface issues early with clear options and recommendations.
- Maintain strong operational documentation and decision records.
Requirements
- 7–10 years of experience in performance management, talent management, HR operations, or program management.
- Proven experience delivering enterprise-scale people programs in partnership with HR Business Partners.
- Strong program and project management skills, including stakeholder alignment and risk management.
- Experience developing HRBP and manager-facing enablement and communications.
- Hands-on experience partnering with HR technology teams, including Workday or similar HCM platforms.
Benefits
- competitive pay
- generous time off
- ample parental and wellness leave
- healthcare
- a retirement savings program
- incentive programs
- commissions
- equity grants
- health and wellness benefits
- retirement contributions
- paid time off
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Degree requirement
No Education Requirement
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