Senior Manager, Talent Management

Rothy's•San Francisco, CA

21h•$150,000 - $184,000•Onsite

About The Position

We're looking for a Senior Manager of Talent Management to lead Rothy’s talent development strategy while overseeing our engagement and performance management processes. This is a high-impact, high-visibility role for someone who thrives in ambiguity, builds and manages programs from the ground up, and can flex between designing/implementing leadership development programs to creating practical, engaging content for frontline retail teams. You'll be a leader within the people team who can effectively collaborate with all members of the team as well as leaders across the business. You are translating strategy into programs that actually change how people grow, perform, and stay engaged.

Requirements

Proven experience leading talent development, performance management, and/or employee engagement functions, ideally in an organization with a diverse workforce (e.g., both corporate and frontline/retail populations)
A self-starter mentality with the ability to work autonomously, prioritize independently, and drive projects forward without heavy oversight
Strong strategic thinking paired with a bias toward execution—comfortable moving from concept to rollout
Demonstrated ability to navigate ambiguity and build structure/process where none previously existed
Experience both curating third-party/paid content and designing and facilitating original programs
Skill in creating content and programs appropriate for widely varying audiences, from entry-level retail staff to senior executives
Excellent collaboration and relationship-building skills, with a track record of working effectively across teams and with external partners
Comfort with technology, including using AI tools to improve the speed, quality, or scale of work product
Strong facilitation, communication, and project management skills

Responsibilities

Own and evolve Rothy’s talent development strategy, ensuring it aligns with business goals and workforce needs across all levels
Design and deliver learning and development programs spanning the full spectrum and lifecycle of the employee population—from retail store employees to senior leadership
Determine when to buy (curate and deploy paid/vendor content) versus build (develop and facilitate original content), and execute both effectively
Facilitate training sessions, workshops, and leadership programs directly, as needed
Manage Rothy’s performance management processes end-to-end, including cycle design, tools, implementation, manager enablement, and continuous improvement
Partner with People business partners to ensure performance processes are fair, consistent, and tied to results
Own Rothy's engagement strategy, including survey design/administration, results analysis, and action planning with business leaders
Identify trends and recommend interventions to improve engagement and retention
Regularly gather feedback on existing talent programs (onboarding, performance management, career development) from employees and managers to inform continuous improvement
Partner closely with colleagues across the People team (BPs, Talent Acquisition, People Ops, etc.) to ensure talent programs are integrated and consistent
Build strong relationships with business leaders across the organization to understand needs and tailor solutions
Manage relationships with external vendors, consultants, and content providers
Leverage technology—including AI tools—to design, scale, and improve the quality and efficiency of talent programs and content
Stay current on emerging tools and trends in talent development, engagement, and performance management