Manager, Talent and Performance Management

Forming Our Future together

FormFactor, Inc. (NASDAQ: FORM), is a leading provider of essential test and measurement technologies along the full semiconductor product life cycle - from characterization, modeling, reliability, and design de-bug, to qualification and production test. Semiconductor companies rely upon FormFactor's products and services to accelerate profitability by optimizing device performance and advancing yield knowledge. The company serves customers through its network of facilities in Asia, Europe, and North America.

Rooted in our core values - Focus on the Customer, Ownership & Accountability, Respectfully & Effectively Communicate, and Motivate & Develop People - we foster an environment where diverse perspectives are not only welcomed but celebrated. Everyone can make an impact here. Whether it's improving products, supporting customers, or positively influencing peers and the community, the contributions of our people matter.

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Job Description:

The Manager, Performance & Talent Management, will play a key role in designing, executing and continuously improving FormFactor's enterprise talent management capabilities as we continue to grow and scale rapidly as an organization. This role will support and lead the strengthening of individual and organizational performance, leadership effectiveness, and succession and bench readiness - ensuring consistent delivery of core processes and programs that enable FormFactor's next phase of growth.

This role will be responsible for building, delivering and enhancing core talent processes, including performance management, talent reviews, succession planning, and high potential development. Partnering closely with HR and business leaders, they will implement practical, scalable solutions and ensure consistent adoption to support a high-performance culture and drive more consistent, data-informed talent decisions across the organization.

The ideal candidate brings a strong execution-oriented, builder mindset with working knowledge of what "great" looks like in talent and performance management, grounded in external research, science, and best practices. They will be comfortable translating strategy into action and driving work from concept through implementation with strong project management discipline. Leveraging data, analytics, and emerging AI-enabled tools and technology, they will lead improvements in decision quality, efficiency, and leader experience while ensuring solutions are pragmatic, adopted, and effective in a fast-paced, growing environment.

Key Responsibilities:

Talent Reviews & Succession Planning

• Support the design and lead the execution of FormFactor's enterprisewide talent review and succession planning processes, including frameworks for performance, potential, readiness, and critical role coverage, grounded in data, sciencebased research, and external best practices.

• Enable leaders to make datainformed talent decisions related to promotion, development investment, internal mobility, and talent risk mitigation, leveraging AI solutions.

• Design and oversee programmatic approaches to accelerate bench strength and succession readiness, translating talent review insights into targeted development actions and solutions.

Performance Management

• Lead the design, execution, and evolution of FormFactor's performance management philosophy, processes, tools, and annual cycles.

• Drive disciplined execution across all elements of the performance cycle, including planning, timelines, stakeholder alignment, communications, and training design and delivery.

• Ensure the performance management process enables the below, leveraging AI tools and solutions where possible:

  • Clear goal setting and enterprise alignment

  • Fair, consistent, and equitable evaluation

  • Highquality, actionable feedback

  • Developmentfocused conversations tied to future skills and readiness

Systems, Tools & AI Enablement

• Serve as the business owner for performance management and talent review systems, including key design decisions, enhancements, and integrations.

• Partner closely with internal stakeholders to ensure Workday and related systems deliver scalable, highquality user experiences, translating business needs into system requirements and continuous improvements.

• Ensure the responsible, ethical, and transparent use of AI, reinforcing human judgment rather than replacing it.

Stakeholder Partnership & Influence

• Provide analysis, insights, and recommendations on performance trends, talent risks, succession health, and organizational capability to inform decisionmaking.

• Deliver executiveready insights, dashboards, and narratives that connect talent data to business priorities and outcomes.

• Partner crossfunctionally with HRBPs, Rewards, Finance, Legal, Communications, IT and vendors to ensure alignment and effective execution.

Measurement, Analytics & Continuous Improvement

• Own reporting and analytics related to performance, talent reviews, and succession, delivering clear insights and dashboards as needed.

• Continuously benchmark, gather feedback, and iterate to keep programs modern, effective, and scalable as FormFactor grows.

Skills:

Education & Experience:

Equal Employment Opportunity Statement

FormFactor is an equal opportunity employer. FormFactor complies with all national, state, and local laws that seek to promote equal opportunities for any applicant or employee without regard to age, race, color, gender, gender identity/expression, national origin, sexual orientation, religion, disability, marital status, pregnancy or related condition, military service, or any other legally protected characteristics. These protections apply to all aspects of employment, including but not limited to, recruitment, hiring, training, promotions, and compensation.

For roles that are designated as remote-eligible, employees cannot be located in:AL, AK, AR, DE, GA, HI, IL, IA, KY, LA, ME, MD, MS, MO, NE, NV, NJ, NM, ND, OK, PA, RI, SC, SD, TN, WV, WI, WY. This list is continuously evolving and being updated, please check back with us if the state you live in is on the exclusion list. A role is remote-eligible only when it is listed as "Remote" in the job location.