• Own and evolve the company-wide performance framework, moving beyond traditional review cycles to build sustainable habits of ongoing feedback and development. • Design creative approaches that reinforce continuous performance using our own technology to drive adoption and behavior change. • Partner with our Learning & Development (L&D) team to enable managers to build a culture of clear expectations, frequent feedback, and accountability. • Lead end-to-end program for performance cycles, ensuring clear timelines, ownership, and execution. • Build comprehensive communication plans and adjust messaging as business needs evolve. • Develop practical enablement resources and training to support managers and employees. • Lead enterprise calibration processes and monitor outcomes for rigor and equity. • Deliver monthly and quarterly people and talent reporting, including progress against company level goals and talent strategy priorities. • Define and track core metrics such as performance distributions, promotion rates, regretted attrition, compensation outcomes, and engagement trends. • Conduct cyclical analysis of performance reviews, promotions, and compensation outcomes, inclusive of pay-equity analysis. • Assess program effectiveness and alignment to business and talent strategy. • Analyze equity patterns across performance and rewards decisions and drive accountability for improvement. • Own the enterprise engagement strategy, including annual and pulse surveys. • Continuous optimization of lifecycle surveys (onboarding, exit, ad hoc). • Translate engagement data into clear insights and measurable action plans tied to company level goals. • Track the impact of engagement initiatives over time. • Manage and develop a Program Manager responsible for DEIB programming and performance operations. • Set clear priorities, operating rhythms, and development plans. • Build strong program management and analytical capability within the team. • Translate our internal experimentation into insights that inform and inspire our customers. • Stay current on talent management, performance, engagement, and people analytics trends, bringing forward new ideas and benchmarks to continuously improve our approach. • Advise senior leaders in partnership with People Partners on talent health, performance trends, and organizational risk, aligning insights with business strategy and driving coordinated action plans. • Present integrated performance, engagement, and other talent insights to executive leadership. • Support data-informed talent decisions across the business.