SailPoint · 22 hours ago
Sr Talent Readiness Program Manager
Austin, TX
Full-time
Hybrid
Mid, Senior Level
$90K/yr - $167K/yr
6+ years expSailPoint is the leader in identity security for the cloud enterprise. The Sr. Talent Readiness Program Manager will design and execute workforce planning activities, talent reviews, and succession planning processes to support the company's growth and enhance talent readiness across the organization.
Enterprise SoftwareIdentity ManagementRisk ManagementSoftware
Responsibilities
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
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
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
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
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
Complete discovery: review existing workforce planning processes, systems, and documentation
Conduct stakeholder interviews (Director, HRBPs, 3+ business leaders)
Deliver assessment report with prioritized opportunities
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
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
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
Qualification
Required
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
Ability to guide executives through complex talent decisions and build consensus
Track record designing and launching enterprise-wide initiatives on time
Comfortable interpreting workforce data and translating insights into strategy
Meet leaders where they are; tailor solutions to business context
Connect competency frameworks to hiring, performance, development, and succession
Navigate resistance and build adoption across diverse stakeholder groups
Benefits
Health and wellness coverage: Medical, dental, and vision insurance
Disability coverage: Short-term and long-term disability
Life protection: Life insurance and Accidental Death & Dismemberment (AD&D)
Additional life coverage options: Supplemental life insurance for employees, spouses, and children
Flexible spending accounts for health care, and dependent care; limited purpose flexible spending account
Financial security: 401(k) Savings and Investment Plan with company matching
Time off benefits: Flexible vacation policy
Holidays: 8 paid holidays annually
Sick leave
Parental support: Paid parental leave
Employee Assistance Program (EAP) and Care Counselors
Voluntary benefits: Legal Assistance, Critical Illness, Accident, Hospital Indemnity and Pet Insurance options
Health Savings Account (HSA) with employer contribution
Company
SailPoint
SailPoint is an identity and access management provider helping organizations deliver and manage user access from any device.
1001-5000 employees
H1B Sponsorship
SailPoint has a track record of offering H1B sponsorships. Please note that this does not
guarantee sponsorship for this specific role. Below presents additional info for your
reference. (Data Powered by US Department of Labor)
Distribution of Different Job Fields Receiving Sponsorship
Represents job field similar to this job
Trends of Total Sponsorships
2025 (40)
2024 (35)
2023 (29)
2022 (51)
2021 (20)
2020 (22)
Funding
Current Stage
Public CompanyTotal Funding
$26.08MKey Investors
Thoma Bravo
2022-04-11Acquired
2017-11-16IPO
2014-12-25Series Unknown· $0.25M
Leadership Team
Mark McClain
CEO & Founder
Brian Carolan
Chief Financial Officer (CFO)
Recent News
2026-01-09
Company data provided by crunchbase