Senior Manager, Talent & Performance

Sony Interactive Entertainment isn’t just the Best Place to Play — it’s also the Best Place to Work. Sony Interactive Entertainment (SIE) is the company behind the PlayStation brand. As a subsidiary of Sony Group Corporation, we’re part of a proud legacy of innovation and excellence. SIE is a dynamic technology company, delivering cutting-edge hardware and network services to more than 100 million people and an entertainment leader, home to some of the most beloved and recognizable intellectual properties (IP) in the world. Our role at SIE is to create and nurture the experiences under the PlayStation brand, a name synonymous with entertainment excellence and creativity.

Sony Interactive Entertainment is redefining the future of gaming, and we believe that future is powered by people. As Senior Manager, Talent & Performance, you will lead the continued evolution of Game Changers, SIE’s global performance management framework.

You’ll connect performance with our broader talent ecosystem, including succession planning, calibration, promotions, and career development, ensuring our people processes are tightly aligned to strategic business outcomes, leadership behaviors, and a culture of development.

You’ll bring deep Talent & Performance expertise, strategic judgment, and operational horsepower. You’ll independently assess what’s working, identify where we need to evolve, shape recommendations, and build alignment with senior stakeholders, while remaining close enough to the work to drive excellent execution.

This is an opportunity for someone who enjoys operating at both levels: setting direction and rolling up their sleeves to make it happen! 

• →Lead and continuously evolve Game Changers, SIE’s enterprise-wide performance program supporting 10,000+ employees globally, with a focus on clarity, fairness, differentiation, and business impact.
• →Act as a subject matter expert and accountable program owner for enterprise performance management, bringing informed recommendations and a clear point of view while remaining open to challenge, feedback, and iteration.
• →Design, evolve, and implement performance frameworks that enable meaningful differentiation, clear goal alignment, continuous feedback, and values-driven development.
• →Connect performance with the broader talent ecosystem, including calibration, talent reviews, succession planning, promotions, career development, 9-box, and internal mobility.
• →Assess organizational context, business needs, culture, maturity, and readiness for change before recommending how our Talent & Performance practices should evolve.
• →Translate strategy into execution, personally getting into the details required to successfully deliver enterprise programs, from program design and governance through communications, enablement, technology, adoption, and measurement.
• →Influence and challenge senior leaders, navigate competing priorities, and create alignment across complex stakeholder groups without relying on formal authority.
• →Partner closely with HRBPs, Rewards, L&D, People Technology & Services, People Analytics, business leaders, and other People teams to develop scalable, integrated solutions.
• →Oversee the adoption and optimization of BetterWorks across performance, feedback, calibration, and talent review processes, including workflows, tools, reporting, and emerging AI-assisted capabilities.
• →Apply behavioral science, employee insights, and talent data to identify opportunities, inform recommendations, and improve performance transparency, manager effectiveness, and leadership capability.
• →Build scalable performance enablement resources - including manager tools, communications, training, and guidance - that translate our performance philosophy into meaningful day-to-day behaviors.
• →Partner with People Brand and Communications to ensure performance messaging is clear, consistent, and drives understanding and adoption.
• →Monitor performance health metrics, calibration patterns, adoption, and talent outcomes, translating data into actionable insights and recommendations for senior stakeholders, including the CHRO and executive leadership.
• →Continuously evaluate external practices, emerging technology, AI capabilities, and future-of-work trends to identify opportunities to strengthen SIE’s Talent & Performance ecosystem.

• Demonstrated depth in Talent Management and Performance, with experience owning complex, enterprise-wide programs in a large, global, matrixed organization. You’ve operated with the autonomy, judgment, and influence required to shape direction, not simply execute an established approach.
• Proven experience owning, designing, evolving, and executing enterprise-wide performance management programs, with meaningful experience across calibration, talent reviews, succession planning, promotions, and career development.
• Experience navigating global complexity, including partnering across regions, functions, and senior stakeholder groups to drive enterprise-wide talent outcomes.
• Deep Talent & Performance expertise with the ability to bring a clear point of view, diagnose opportunities, challenge existing approaches, and translate strategy into scalable execution.
• Demonstrated ability to influence and challenge senior leaders, navigate competing priorities, and create alignment across complex stakeholder groups spanning levels, functions, and geographies.
• Strong organizational and contextual judgment - you understand that the right solution depends on the business, culture, organizational maturity, and readiness for change rather than simply applying external best practices.
• Experience leading through influence and successfully driving outcomes in environments where decision-making and accountability are distributed across multiple stakeholders.
• Strong change leadership capabilities, with demonstrated success building stakeholder commitment and driving adoption of new or evolving Talent & Performance practices.
• Data-literate and deeply curious - you use analytics, stakeholder feedback, employee insights, and external trends to form recommendations, test assumptions, and continuously improve outcomes.
• Experience leveraging HR technology to enable enterprise Talent & Performance processes; experience with BetterWorks or comparable performance/talent platforms is valuable but not required.
• Comfortable exploring how emerging technologies, including AI, can improve manager effectiveness, employee experience, decision quality, and the scalability of Talent & Performance programs.
• Executive presence and communication skills that allow you to translate complex talent concepts into clear, compelling recommendations for senior leaders.
• A deep commitment to equity, transparency, employee growth, and creating talent practices that strengthen both individual and business performance.