Sr Talent Readiness Program Manager

This newly created Sr. Talent Readiness Program Manager role at SailPoint focuses on designing and executing workforce planning, talent reviews, and succession planning. The role involves building new programs (50% of time) and enhancing existing ones like the annual 9-box talent review and Early Impact performance framework (50% of time). Key responsibilities include strategic talent activities, driving performance programs, delivering workforce analytics, and enabling strategic change to support SailPoint's growth and ensure crew members develop the right skills at the right time.

Must Have

• Design and execute workforce planning, talent reviews, and succession planning.
• Drive Early Impact and performance programs.
• Deliver workforce analytics and insights.
• Enable strategic change using proven frameworks.
• 6-10 years in HR, talent management, or organizational consulting.
• 2-3 years designing and implementing workforce planning activities.
• Experience with Workday Talent or similar HRIS/talent management platform.
• Proven track record facilitating senior leadership discussions.
• Proficiency in facilitation, program management, analytical thinking, consulting, systems thinking, and change leadership.

Good to Have

• Bachelor's degree in HR, organizational development, or industrial-organizational psychology.
• Experience in the technology industry or high-growth SaaS environment.
• Leadership development or coaching background.

Perks & Benefits

• Medical, dental, and vision insurance
• Short-term and long-term disability
• Life insurance and Accidental Death & Dismemberment (AD&D)
• Supplemental life insurance for employees, spouses, and children
• Flexible spending accounts for health care and dependent care
• 401(k) Savings and Investment Plan with company matching
• Flexible vacation policy
• 8 paid holidays annually
• Sick leave
• Paid parental leave
• Employee Assistance Program (EAP) and Care Counselors
• Voluntary benefits: Legal Assistance, Critical Illness, Accident, Hospital Indemnity, Pet Insurance
• Health Savings Account (HSA) with employer contribution

About SailPoint:

SailPoint is the leader in identity security for the cloud enterprise. Our identity security solutions secure and enable thousands of companies worldwide, giving our customers unmatched visibility into the entirety of their digital workforce and ensuring that workers have the right access to do their job—no more and no less.

Built on a foundation of AI and ML, our Identity Security Cloud Platform delivers the right level of access to the right identities and resources at the right time—matching the scale, velocity, and changing needs of today’s cloud-oriented, modern enterprise.

About the Role:

This is a newly created role to support and help drive SailPoint’s growth. You'll own the design and execution of workforce planning activities, talent reviews, and succession planning processes—giving leaders the data and tools they need to make smarter talent decisions.

Expect to spend approximately 50% of your time building new programs and infrastructure and 50% operating and enhancing existing programs, including our annual 9-box talent review and Early Impact performance framework.

Key Context:

• You’ll join SailPoint’s Crew Member Success (Talent Management) team which is focused on ensuring our crew members develop the right skills, in the right roles, at the right time.
• We use Workday Talent for core HR data; you’ll help select and implement workforce planning specific tools that integrate with our tech stack.
• In addition to being an integral member of the Crew Member Success team, your stakeholders will include HR business partners, our HRIT team, Talent Acquisition, and business leaders across the organization.

What You’ll Do

1. Design & Operate Strategic Talent Activities & Systems (40% of role)

Workforce Planning

• Partner with HRBPs and leaders across the company to assess existing workforce planning activities and build new ones that directly support talent readiness to meet business strategy
• Create a talent readiness playbook with practical tools that drive workforce planning strategy
• Select and implement digital methods and systems to support workforce planning and prioritize user experience
• Develop career pathing visualizations that connect skills profiles to internal mobility opportunities

Talent Review Process

• Enhance our 9-box talent review process by integrating skills and competencies, making reviews more data-driven and action-oriented
• Facilitate talent discussions with senior leaders and HRBPs across the organization
• Maintain succession plans for key roles and track development progress of identified successors
• Partner with HRBPs to ensure consistent application and follow-through

2. Drive Early Impact & Performance Programs (25% of role)

• Partner with HRBPs to enhance and scale our Early Impact program— a 6-month onboarding performance framework — to accelerate time-to-productivity
• Deliver performance management activities (goal setting, mid-year check ins, annual reviews); evolve as necessary based on talent readiness
• Partner with HRIT to improve the user experience and measurement capabilities of all performance programs

3. Deliver Workforce Analytics & Insights (20% of role)

• Design and deliver regular reporting on organizational health metrics (productivity, performance, capability gaps)
• Translate data into recommended interventions for teams and functions; track progress over time
• Collaborate with Talent Program Managers to build linkages between capability gaps and development programs
• Connect organizational health metrics to business outcomes

4. Enable Strategic Change (15% of the role)

• Help leaders identify capability gaps and change readiness required to execute business strategy
• Develop change management strategies using proven frameworks (Prosci, Kotter) to drive adoption
• Partner with Talent Acquisition to align hiring with workforce planning strategies

Roadmap for Success

Within 30 Days:

• Complete discovery: review existing workforce planning processes, systems, and documentation
• Conduct stakeholder interviews (Director, HRBPs, 3+ business leaders)
• Deliver assessment report with prioritized opportunities

By 90 Days:

• Partner with HRIT to enhance Early Impact UX and expand to 2-3 new functions and with Talent Programs Manager and Talent Acquisition to create support documentation for both managers and new hires
• Develop a detailed project plan for workforce planning activities and talent review enhancements
• Obtain stakeholder sign-off on scope, timelines, and resources
• Draft initial talent readiness playbook

By 6 Months:

• Launch enhanced Early Impact program
• Pilot talent readiness program with 2 departments
• Complete technology vendor evaluation for workforce planning tools
• Present progress report with key wins and adjustments

By 12 Months:

• Implement talent readiness program across all functions
• Complete regular talent reviews with measurable improvement in succession bench strength, internal mobility rate, and development planning
• Launch ongoing analytics reporting cadence
• Expand Early Impact to 4-5 additional departments

What You’ll Bring

Education (preferred, not required) & Experience

• Bachelor's degree in human resources, organizational development, industrial-organizational psychology, or related field
• 6–10 years in HR, talent management, or organizational consulting
• 2–3 years designing and implementing workforce planning activities that yield measurable business outcomes
• Experience with Workday Talent or similar HRIS/talent management platform
• Proven track record facilitating senior leadership discussions and talent calibration sessions
• Experience with change management frameworks (Prosci, Kotter, or similar)
• Technology industry or high-growth SaaS environment a plus
• Leadership development or coaching background a plus

Core Skills:

• Facilitation & Influence: Ability to guide executives through complex talent decisions and build consensus
• Program & Project Management: Track record designing and launching enterprise-wide initiatives on time
• Analytical Thinking: Comfortable interpreting workforce data and translating insights into strategy
• Consulting Mindset: Meet leaders where they are; tailor solutions to business context
• Systems Thinking: Connect competency frameworks to hiring, performance, development, and succession
• Change Leadership: Navigate resistance and build adoption across diverse stakeholder groups