Talent Growth & Program Manager (REMOTE WEST COAST)
for headings. Use - for any list of duties/requirements/benefits. Use
for prose. Do not repeat job title. Do not include Job ID etc. Remove boilerplate (EEO, legal, etc). Preserve all substantive info. Do not include sections with placeholder text. Ensure we include only sections with real content.
We need to parse the posting.
Key sections:
- Intro paragraph about Veeam (company description). This is not a heading but could be a
before sections.
- "About The Role" heading: we need
About The Role
then prose.
- "What You'll Do" heading: What You'll Do
then content with subheadings? The content includes bullet-like paragraphs: Career architecture (the anchor) ... Performance cycle program management ... Change strategy, communications, and technology enablement. We can treat each as a or maybe
- for each major bullet. The instruction: Use
- for any list of duties/requirements/benefits. So we should convert those bullet points into list items.
Thus under What You'll Do we can have
- ... (career architecture)...
- ... (performance cycle program management)...
- ... (change strategy...)
.
- "What You'll Bring": heading What You'll Bring
then list of qualifications/experience. Use - .
- "What You'll Get": heading
What You'll Get
then list of benefits. Use - .
- Compensation Transparency: heading
Compensation Transparency
then prose plus maybe a table? The posting includes compensation ranges per zone. We need to preserve all substantive info. Could present as with ranges. Could also use
- for each zone. Since it's a list, we can use
- . The instruction: Use
- for any list of duties/requirements/benefits. Compensation is not exactly duties/requirements/benefits but it's a list; still we can use
- if we want. Safer to use
for prose and maybe embed the ranges in
. But we need to preserve all info; we can include a
describing the ranges and then maybe a
- for each zone. I'd choose
- for each zone as it's a list.
- Also there is a line "#remote" under What You'll Bring? Actually after "What You'll Bring" there is "#remote". That indicates remote work. Could be a benefit or note. We could include as a
- under Benefits or as a separate note. Probably include as a bullet under What You'll Get (benefits) as "Remote work eligible". But the posting shows "#remote" on its own line after What You'll Bring bullet list. It might be a tag indicating remote. We'll treat as a note under What You'll Get: "Remote work eligible". Or we could add a separate section "Work Arrangement" but not required. Since we should not invent sections, we can incorporate it into What You'll Get as a benefit.
- Also there is a line "Compensation Transparency Veeam is committed to pay transparency..." then details. We'll include that as prose under Compensation Transparency heading.
- Also there is a line "U.S. Geographic Zones & Compensation Ranges (TTC / OTE)" then list. We'll include that as list.
- At the end there is EEO boilerplate etc which we must remove.
- Also there is a line "Veeam Software is an equal opportunity employer..." etc. Remove.
- Also lines about privacy notice etc. Remove.
- Also lines about "By applying..." etc. Remove.
Now produce HTML.
Structure:
Veeam is the Data and AI Trust Company, specializing in helping organizations ensure their data and AI are fully understood, secured, and resilient to enable the acceleration of safe AI at scale. As the market leader in both data resilience and data security posture management, Veeam is built for the convergence of identity, data, security, and AI risk. Headquartered in Seattle with offices in more than 30 countries, Veeam protects over 550,000 customers worldwide, who trust Veeam to keep their businesses running. Join us as we go fearlessly forward together, growing, learning, and making a real impact for some of the world’s biggest brands.
About The Role
The Talent Growth & Inclusion Program Manager sits at the center of how Veeam defines, communicates, and enables career growth. Working alongside the Senior Manager, Talent Growth & Inclusion, you'll build the career architecture that tells team members what good looks like at every level and run the two performance cycles each year where those expectations get put to work. This is a builder role. You'll create structure where there's ambiguity, then make that structure land: in Workday, in manager conversations, and in how people make real decisions about their careers. You'll operate with autonomy, bringing higher-impact decisions to your manager and setting your own path on the rest.
What You'll Do
- Career architecture (the anchor) – Design and maintain career paths across all 150 career tracks — critical skills, behavioral expectations, and progression criteria at each level — making independent calls within an established framework and escalating only what genuinely needs it. Build durable relationships with subject matter experts across functions, and establish the governance rhythms that keep career content accurate as the business changes. Partner across People & Culture so career architecture actively feeds Recruiting, Onboarding, Performance & Feedback, Mobility, Workforce Planning, and Rewards — spotting the gaps and proposing solutions without waiting to be asked. Drive the operational buildout of internal mobility: process documentation, stakeholder enablement, and a continuous improvement cadence built on real feedback. Advise stakeholders on how career design decisions affect equitable outcomes across populations, functions, and regions.
- Performance cycle program management – Project manage Veeam's twice-annual performance review cycles end to end — timeline, dependencies, readiness gates, escalation paths, and post-cycle retrospective. Rally a diverse group of collaborators (HRBPs, Rewards, HRIS, Comms, regional leads) around a single plan, and hold the plan when priorities compete. Refine and launch cycle communications and manager enablement, iterating each cycle based on completion data, quality signals, and participant feedback.
- Change strategy, communications, and technology enablement – Design communications, resources, and enablement that change how team members and managers think about career and performance tools — not just how they click through them. Support the Workday configuration story for career and performance: partner with HRIS/IT on design, configuration, testing, and adoption; identify opportunities to streamline workflows and apply AI capabilities to reduce manual effort. Translate program data into insights and recommendations — surface trends, challenge assumptions, and propose the improvement rather than reporting the number.
What You'll Bring
- Experience in talent management, performance management, HR, or organizational development, including ownership of a recurring cyclical program
- Proven ability to run complex, interdependent workstreams independently and deliver in ambiguity with minimal supervision
- Hands-on Workday experience; configuration or testing exposure in Talent or Performance modules strongly preferred
- Strong communicator who creates clarity in complex discussions and influences without authority across functions, levels, and regions
- Track record of driving outcomes through partnership, not just coordination — you build the coalition, then deliver through it
- Analytical mindset: comfortable interpreting program data, and using AI tools to sharpen the analysis
- Growth mindset and genuine curiosity about emerging technology — you challenge the status quo and adapt the plan when conditions shift, without dropping quality
- Willingness to mentor and share knowledge with junior colleagues on the team
Remote work eligible
What You'll Get
- Unlimited paid time off
- 12 paid holidays including 4 global VeeaMe Days for self-care
- 24 paid volunteer hours annually through Veeam Cares
- Paid parental leave: 8 weeks for all parents, 16 weeks for birthing parents
- Medical, dental, and vision coverage starting on your first day
- Mental health support, therapy sessions, and digital wellness tools via our Employee Assistance Program
- 401(k) retirement plan with company matching contributions
- Fertility, adoption, and surrogacy support through Maven, plus paid volunteer time
- AirVet: 24/7 virtual veterinary care at no cost
- Legal services, identity protection, and supplemental health insurance options
- Tax-advantaged spending accounts for healthcare, dependent care, and commuting
- Opportunities to learn and grow through on-demand libraries (LinkedIn Learning, O’Reilly), mentoring, workshops, and learning events like our annual Global Day of Learning
Compensation Transparency
Veeam is committed to pay transparency and equitable compensation. For this role, the compensation range below reflects the expected total target compensation (TTC), inclusive of base pay and a competitive performance-based bonus. For roles with a commission plan, the compensation range represents On Target Earnings (OTE), which includes base salary plus variable commission. When determining compensation, Veeam takes into consideration factors such as experience, education, skills, and geographic zone. Offers are typically made below the midpoint of the range. In addition to compensation, Veeam provides a comprehensive benefits package, including health coverage, retirement plans, and unlimited time off.
- Zone 1: San Francisco Bay Area, New York City Boroughs – $119,200—$198,700 USD
- Zone 2: Washington, California (excluding San Francisco Bay Area) – $109,300—$182,200 USD
- Zone 3: Texas, Illinois, North Carolina, Colorado, Massachusetts, Pennsylvania, Virginia, Oregon, Nevada, Hawaii, New York (excluding NYC boroughs); Sales roles located in Georgia, Ohio, and Arizona – $99,300—$165,500 USD
- Zone 4: All other US locations – $86,400—$144,000 USD
We must ensure no extra boilerplate. Also ensure we didn't include any heading like "About the role" with capitalization? The instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we used About The Role (capitalized). That's fine.
We used "What You'll Do" etc. Those are not in the list but they are headings from the posting; we should keep them as headings. The instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings; we can use them as needed. It's okay.
We must not
for prose. Do not repeat job title. Do not include Job ID etc. Remove boilerplate (EEO, legal, etc). Preserve all substantive info. Do not include sections with placeholder text. Ensure we include only sections with real content. We need to parse the posting. Key sections: - Intro paragraph about Veeam (company description). This is not a heading but could be a
before sections. - "About The Role" heading: we need
About The Role
then prose. - "What You'll Do" heading:What You'll Do
then content with subheadings? The content includes bullet-like paragraphs: Career architecture (the anchor) ... Performance cycle program management ... Change strategy, communications, and technology enablement. We can treat each as aor maybe
- for each major bullet. The instruction: Use
- for any list of duties/requirements/benefits. So we should convert those bullet points into list items.
Thus under What You'll Do we can have
- ... (career architecture)...
- ... (performance cycle program management)...
- ... (change strategy...)
What You'll Bring
then list of qualifications/experience. Use- .
- "What You'll Get": heading
What You'll Get
then list of benefits. Use- .
- Compensation Transparency: heading
Compensation Transparency
then prose plus maybe a table? The posting includes compensation ranges per zone. We need to preserve all substantive info. Could present aswith ranges. Could also use
- for each zone. Since it's a list, we can use
- . The instruction: Use
- for any list of duties/requirements/benefits. Compensation is not exactly duties/requirements/benefits but it's a list; still we can use
- if we want. Safer to use
for prose and maybe embed the ranges in
. But we need to preserve all info; we can include a
describing the ranges and then maybe a
- for each zone. I'd choose
- for each zone as it's a list. - Also there is a line "#remote" under What You'll Bring? Actually after "What You'll Bring" there is "#remote". That indicates remote work. Could be a benefit or note. We could include as a
- under Benefits or as a separate note. Probably include as a bullet under What You'll Get (benefits) as "Remote work eligible". But the posting shows "#remote" on its own line after What You'll Bring bullet list. It might be a tag indicating remote. We'll treat as a note under What You'll Get: "Remote work eligible". Or we could add a separate section "Work Arrangement" but not required. Since we should not invent sections, we can incorporate it into What You'll Get as a benefit.
- Also there is a line "Compensation Transparency Veeam is committed to pay transparency..." then details. We'll include that as prose under Compensation Transparency heading.
- Also there is a line "U.S. Geographic Zones & Compensation Ranges (TTC / OTE)" then list. We'll include that as list.
- At the end there is EEO boilerplate etc which we must remove.
- Also there is a line "Veeam Software is an equal opportunity employer..." etc. Remove.
- Also lines about privacy notice etc. Remove.
- Also lines about "By applying..." etc. Remove.
Now produce HTML.
Structure:
Veeam is the Data and AI Trust Company, specializing in helping organizations ensure their data and AI are fully understood, secured, and resilient to enable the acceleration of safe AI at scale. As the market leader in both data resilience and data security posture management, Veeam is built for the convergence of identity, data, security, and AI risk. Headquartered in Seattle with offices in more than 30 countries, Veeam protects over 550,000 customers worldwide, who trust Veeam to keep their businesses running. Join us as we go fearlessly forward together, growing, learning, and making a real impact for some of the world’s biggest brands.
About The Role
The Talent Growth & Inclusion Program Manager sits at the center of how Veeam defines, communicates, and enables career growth. Working alongside the Senior Manager, Talent Growth & Inclusion, you'll build the career architecture that tells team members what good looks like at every level and run the two performance cycles each year where those expectations get put to work. This is a builder role. You'll create structure where there's ambiguity, then make that structure land: in Workday, in manager conversations, and in how people make real decisions about their careers. You'll operate with autonomy, bringing higher-impact decisions to your manager and setting your own path on the rest.
What You'll Do
- Career architecture (the anchor) – Design and maintain career paths across all 150 career tracks — critical skills, behavioral expectations, and progression criteria at each level — making independent calls within an established framework and escalating only what genuinely needs it. Build durable relationships with subject matter experts across functions, and establish the governance rhythms that keep career content accurate as the business changes. Partner across People & Culture so career architecture actively feeds Recruiting, Onboarding, Performance & Feedback, Mobility, Workforce Planning, and Rewards — spotting the gaps and proposing solutions without waiting to be asked. Drive the operational buildout of internal mobility: process documentation, stakeholder enablement, and a continuous improvement cadence built on real feedback. Advise stakeholders on how career design decisions affect equitable outcomes across populations, functions, and regions.
- Performance cycle program management – Project manage Veeam's twice-annual performance review cycles end to end — timeline, dependencies, readiness gates, escalation paths, and post-cycle retrospective. Rally a diverse group of collaborators (HRBPs, Rewards, HRIS, Comms, regional leads) around a single plan, and hold the plan when priorities compete. Refine and launch cycle communications and manager enablement, iterating each cycle based on completion data, quality signals, and participant feedback.
- Change strategy, communications, and technology enablement – Design communications, resources, and enablement that change how team members and managers think about career and performance tools — not just how they click through them. Support the Workday configuration story for career and performance: partner with HRIS/IT on design, configuration, testing, and adoption; identify opportunities to streamline workflows and apply AI capabilities to reduce manual effort. Translate program data into insights and recommendations — surface trends, challenge assumptions, and propose the improvement rather than reporting the number.
What You'll Bring
- Experience in talent management, performance management, HR, or organizational development, including ownership of a recurring cyclical program
- Proven ability to run complex, interdependent workstreams independently and deliver in ambiguity with minimal supervision
- Hands-on Workday experience; configuration or testing exposure in Talent or Performance modules strongly preferred
- Strong communicator who creates clarity in complex discussions and influences without authority across functions, levels, and regions
- Track record of driving outcomes through partnership, not just coordination — you build the coalition, then deliver through it
- Analytical mindset: comfortable interpreting program data, and using AI tools to sharpen the analysis
- Growth mindset and genuine curiosity about emerging technology — you challenge the status quo and adapt the plan when conditions shift, without dropping quality
- Willingness to mentor and share knowledge with junior colleagues on the team
Remote work eligible
What You'll Get
- Unlimited paid time off
- 12 paid holidays including 4 global VeeaMe Days for self-care
- 24 paid volunteer hours annually through Veeam Cares
- Paid parental leave: 8 weeks for all parents, 16 weeks for birthing parents
- Medical, dental, and vision coverage starting on your first day
- Mental health support, therapy sessions, and digital wellness tools via our Employee Assistance Program
- 401(k) retirement plan with company matching contributions
- Fertility, adoption, and surrogacy support through Maven, plus paid volunteer time
- AirVet: 24/7 virtual veterinary care at no cost
- Legal services, identity protection, and supplemental health insurance options
- Tax-advantaged spending accounts for healthcare, dependent care, and commuting
- Opportunities to learn and grow through on-demand libraries (LinkedIn Learning, O’Reilly), mentoring, workshops, and learning events like our annual Global Day of Learning
Compensation Transparency
Veeam is committed to pay transparency and equitable compensation. For this role, the compensation range below reflects the expected total target compensation (TTC), inclusive of base pay and a competitive performance-based bonus. For roles with a commission plan, the compensation range represents On Target Earnings (OTE), which includes base salary plus variable commission. When determining compensation, Veeam takes into consideration factors such as experience, education, skills, and geographic zone. Offers are typically made below the midpoint of the range. In addition to compensation, Veeam provides a comprehensive benefits package, including health coverage, retirement plans, and unlimited time off.
- Zone 1: San Francisco Bay Area, New York City Boroughs – $119,200—$198,700 USD
- Zone 2: Washington, California (excluding San Francisco Bay Area) – $109,300—$182,200 USD
- Zone 3: Texas, Illinois, North Carolina, Colorado, Massachusetts, Pennsylvania, Virginia, Oregon, Nevada, Hawaii, New York (excluding NYC boroughs); Sales roles located in Georgia, Ohio, and Arizona – $99,300—$165,500 USD
- Zone 4: All other US locations – $86,400—$144,000 USD
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we used About The Role (capitalized). That's fine. We used "What You'll Do" etc. Those are not in the list but they are headings from the posting; we should keep them as headings. The instruction says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings; we can use them as needed. It's okay. We must not
- for each zone. I'd choose
- if we want. Safer to use
- for any list of duties/requirements/benefits. Compensation is not exactly duties/requirements/benefits but it's a list; still we can use
- . The instruction: Use
- for each zone. Since it's a list, we can use
- .
- Compensation Transparency: heading
- for any list of duties/requirements/benefits. So we should convert those bullet points into list items.
Thus under What You'll Do we can have