Senior Talent Manager
Senior individual contributor partnering with Engineering leadership to design and deliver high-impact talent programs including leadership development, career frameworks, performance reviews, succession planning, and internal mobility. Requires significant experience driving complex talent initiatives in fast-growing global tech organizations, strong data fluency, and ability to influence executives.
About the job
What You’ll Do
- Lead the design and delivery of complex talent programs for a major business division such as Engineering.
- Work on topics such as leadership capability, career architecture, performance and talent review evolution, internal mobility, and succession for critical roles.
- Partner with PBPs to frame problems, build alignment amongst senior leaders, and agree program goals, design principles, and success measures.
- Personally drive programs from concept through implementation, adoption, and iteration, remaining hands-on throughout delivery.
- Work closely with Enablement, Learning, People Analytics, and People Systems to ensure programs are scalable, measurable, and embedded into core people processes.
- Enable and support People Business Partners with clear frameworks, practical tools, and executive-ready narratives to support adoption in the business.
- Navigate complex, ambiguous, and sometimes sensitive environments, influencing without formal authority and maintaining strong relationships across teams.
- Evaluate programme effectiveness using qualitative and quantitative data, and continuously refine approaches based on business impact and feedback.
Who You Are
- An experienced Talent or People leader with significant experience designing and delivering complex talent programmes in a fast-growing, global organisation.
- Comfortable operating at Senior Manager level, with the judgement, presence, and influence expected at Director threshold.
- Experienced partnering directly with executives and senior leadership teams on strategic people and organisational topics.
- Equally comfortable setting direction and getting into detail, able to move from strategy to execution without handing work off prematurely.
- Strong Data fluency: comfortable using qualitative and quantitative information to shape decisions, build business cases and assess impact.
- Pragmatic, structured, and outcome-focused, with a strong bias towards delivery and follow-through.
- Able to operate effectively in ambiguous environments with competing priorities and incomplete information.
- A trusted advisor who can build consensus, challenge constructively, and maintain credibility across differing perspectives.
- Clear, precise communicator, able to tailor messages for senior leaders, PBPs, and delivery teams.
Benefits and Growth
- New hire stock equity (RSUs) and employee stock purchase plan (ESPP)
- Continuous professional development, product training, and career pathing
- Intradepartmental mentor and buddy program for in-house networking
- An inclusive company culture, with access to Community Guilds and Inclusion Talks
- Free, global mental health benefits for employees and dependents age 6+
- Competitive global benefits
- 401(k) plan and match, paid time off, fitness reimbursements, and a discounted employee stock purchase plan
Skills
Talent Management, Leadership Development, Career Architecture, Performance Management, Succession Planning, Internal Mobility, People Analytics, Data Analysis, Stakeholder Management, Executive Influence
Similar jobs
People Ops jobs
Replit
Foster City, CA
Leads Replit’s learning platform and onboarding and enablement experiences, initially for Support and eventually across the company. The role combines instructional design, live facilitation, hands-on platform building, cross-functional leadership, and measurement of learning impact.
Rillet
New York, NY
Serve as the first senior strategic HR partner for leaders across a rapidly scaling company, owning organizational design, employee relations, performance and compensation cycles, and manager coaching. The role requires 7+ years in high-growth HRBP or People Partner roles, strong U.S. employment expertise, and data and AI fluency.
Lightning AI
New York, NY
Partners with senior business leaders on organization design, employee relations, performance, compensation, leveling, and talent decisions. The role requires 8+ years in People Partnering or HRBP work, strong judgment in complex situations, and experience supporting globally distributed teams.
Lightning AI
New York, NYPartners with senior technical leaders on organizational design, performance, compensation, leveling, and employee relations. The role requires 8+ years of People Partnering or HRBP experience, strong judgment in complex situations, and experience supporting globally distributed technical teams.
Socure
Seattle, WA
Leads strategic HR partnership for senior leaders and high-impact teams, advising on talent strategy, organizational effectiveness, employee relations, performance, and culture. Requires a bachelor's degree and 6–8 years of relevant HR experience, with strong employment-law, analytics, coaching, and change-management expertise.