Senior Manager, Performance & Talent Management

BE PART OF BUILDING THE FUTURE.

What do NASA and emerging space companies have in common with COVID vaccine R&D teams or with Roblox and the Metaverse? 

The answer is data, -- all fast moving, fast growing industries rely on data for a competitive edge in their industries. And the most advanced companies are realizing the full data advantage by partnering with Pure Storage. Pure’s vision is to redefine the storage experience and empower innovators by simplifying how people consume and interact with data. With 11,000+ customers including 58% of the Fortune 500, we’ve only scratched the surface of our ambitions. 

Pure is blazing trails and setting records:

• For ten straight years, Gartner has named Pure a leader in the Magic Quadrant 
• Our customer-first culture and unwavering commitment to innovation have earned us a certified Net Promoter Score in the top 1% of B2B companies globally
• Industry analysts and press applaud Pure’s leadership across these dimensions
• And, our 5,000+ employees are emboldened to make Pure a faster, stronger, smarter company as we go
  
  

If you, like us, say “bring it on” to exciting challenges that change the world, we have endless opportunities where you can make your mark.

SHOULD YOU ACCEPT THIS CHALLENGE...

As Pure’s Senior Manager, Performance & Talent Management, reporting to the Sr Director, Talent Management, you will drive the implementation of three key pillars of our Talent Ecosystem: Performance Management, Talent Review & Succession Management, and the development of a future skills-based approach. This leadership role will not only ensure alignment with Pure’s business goals but also position you as a key contributor to talent transformation at scale.

You will manage a small but powerful team with one direct report, a junior analyst. Together, you’ll combine strategic leadership with tactical execution, leveraging the support of your team to deliver impactful results. Your role as a people manager will be key in coaching and developing this direct report, fostering growth, and building a collaborative, high-performing unit.

WHAT YOU’LL NEED TO BRING TO THIS ROLE...

• Drive Advancement within our Talent Management Maturity Model:
  Lead and shape the development of a transformational global talent strategy that supports business growth by enhancing talent pipelines and advancing our Talent Management Maturity Model towards a more integrated and strategically aligned function. Ensure that talent readiness and leadership development are prioritized to meet the evolving needs of the organization.
• Performance Management Excellence:
  As a strategic leader, you will propose the overall approach, guiding principles, and execution strategies for Pure’s performance management programs. In this capacity, you will focus on shaping a high-impact, holistic performance management process that drives organizational success and aligns with business goals. You’ll establish frameworks that promote continuous feedback, coaching, and career development.
  While overseeing the end-to-end execution of the quarterly and annual performance management cycle, you will lead the design of key initiatives and set the strategic direction. You will focus on innovating and improving performance management practices, ensuring robust tracking, reporting, and alignment with talent objectives.
• Talent Review & Succession Planning: Lead the Executive Talent Review (ETR) process, implement talent reviews on demand, build diverse talent pools, and design succession solutions to address leadership gaps. Ensure integrated succession management aligned with performance management and other talent processes, driving data-based decisions and actionable development plans
• Skills-Based Approach:
  Co-Lead Pure’s journey towards a skills-based approach to talent management. Although we are in early stages, you will serve as a thought leader and strategic advisor, guiding the organization on how to embed skills-based principles across talent initiatives. This includes developing a roadmap for scaling the approach, adv