Talent Growth & Inclusion Program Manager (REMOTE WEST COAST)

About this role

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.