Senior Talent Development & People Programs Manager (Talent & Leadership Development)

Rowan Digital Infrastructure • Denver, CO

5d • $125,000 - $150,000 • Hybrid

About The Position

At Rowan Digital Infrastructure, we are transforming data center delivery for speed and scale. Our mission is to deliver best-in-class data center solutions to hyperscale customers who share our commitment to sustainability, and to do so with an unwavering focus on efficiency, quality, and flexibility. Our data center solutions are tailored to our customers’ needs and delivered by our exceptional end-to-end team. Rowan is assembling a strategic portfolio of data center sites in Tier 1 markets across the United States at various stages of development, and we’re looking for incredible and passionate people to help us advance our company and our commitment to building a more sustainable future. Rowan is backed by Quinbrook, a leading investor in the energy transition, and Blackstone, the world’s largest alternative asset manager. Ready to join us in transforming the future of data centers and sustainability? Apply now to explore exciting career opportunities at Rowan Digital Infrastructure and be a part of our mission to revolutionize data center delivery.

Reporting to the Director, Talent Development & People Programs, the Senior Talent Development & People Programs Manager leads four deeply interconnected domains: leader and manager development, performance management, career development, and team effectiveness consulting. This role is responsible for designing and evolving the systems, experiences, and practices that help leaders, teams, and employees grow and perform at their best to achieve measurable business outcomes. Success requires the ability to think strategically, influence across the organization, and execute with excellence in a fast-paced, high-growth environment. The role includes significant opportunities for contribution and growth, including leading or partnering across onboarding, employee listening, engagement, culture, recognition, mentoring, and/or strategic ERG initiatives.

Requirements

• Bachelor's degree in Human Resources, Organizational Development, Business, or a related field
• 8+ years of progressive experience in leadership development, organizational development, or talent management - with demonstrated end-to-end ownership of programs and processes
• Demonstrated experience designing, developing, and facilitating blended leadership development programs/experiences
• Demonstrated experience owning or significantly managing a performance management cycle - including manager and employee enablement, calibration, and framework improvement
• Demonstrated experience facilitating team effectiveness sessions or new leader assimilation processes, working in ambiguous group dynamics with senior audiences
• Demonstrated experience consulting with senior leaders to diagnose organizational/team challenges and translate business needs into people, team, or development solutions
• Demonstrated experience building and scaling programs, frameworks, or processes from the ground up in a high-growth or rapidly evolving hybrid or distributed environment
• Certification in at least one behavioral or personality assessment tool (DiSC, Hogan, 5 Behaviors, or similar) with demonstrated experience debriefing in individual and team settings
• Strong project and change management skills, with the ability to manage cross-functional programs and multiple initiatives simultaneously
• Highly organized with the ability to execute with excellence in a fast-paced, high-growth environment
• Clear, direct communicator who can translate complex ideas into engaging, practical content for diverse audiences and influence effectively across all levels of the organization, including senior executives
• Demonstrated ability to partner across functions with a collaborative and influencing style that builds trust and drives alignment without direct authority
• Grounding in adult learning and behavior science principles as they apply to employee development, behavioral change, and performance improvement
• Ability to analyze data, identify trends, measure solution effectiveness, and translate insights into action using data across multiple sources
• Highly skilled at working independently from strategy through execution in an organization where the path may need to be created
• Proficient working with HR systems, learning technologies, LMS/LXP platforms, and SharePoint

Nice To Haves

• Master's degree in a relevant field
• Professional coaching training or certification
• Experience with 360 feedback tools including administration, facilitation, and debrief
• Experience managing vendor relationships for HR, Talent, Learning, or Culture solutions
• Experience building new manager or manager effectiveness programs from the ground up
• Demonstrated experience designing or managing career development programs, frameworks, or tools (e.g. career pathing, IDP processes, or manager enablement for career conversations)
• Demonstrated ability to leverage AI-enabled tools to improve productivity, content development, learning experiences, or program scalability

Responsibilities

• Partner with senior leaders, stakeholders, and People Business Partners to identify development needs and translate organizational priorities into scalable, high-impact learning solutions
• Co-create and drive Rowan's multi-year leadership development strategy, ensuring it reflects business direction and priority capabilities
• Design, deliver, and evaluate leadership development solutions across all levels that address priority business and leadership capabilities
• Design and manage Rowan's manager transition programs
• Create learning content, toolkits, guides, and practical resources that support sustained behavior change and performance
• Make build vs. buy decisions for content, coaching, vendor programs, and assessment tools
• Facilitate learning experiences with energy and executive presence, creating environments where leaders feel challenged, engaged, and ready to apply new skills
• Administer 360-degree feedback, including vendor coordination, results interpretation, and debrief facilitation
• Partner with PBPs on succession and high-potential development
• Partner with TD&PP Manager on new leader onboarding content
• Lead the strategy, design, and evolution of Rowan's performance management framework, including cycle structure, calibration methodology, promotion integration, and Guiding Principles alignment
• Manage the full performance cycle end-to-end: project coordination, timelines, communications, calibration preparation, and partnership with People Business Partners, People Operations, and key stakeholders
• Design associated employee and people manager training and resources.
• Partner with People Business Partners on calibration session design and facilitation support
• Ensure the performance framework explicitly reflects Rowan's Guiding Principles — embedding expected behaviors into how performance is defined, discussed, and recognized
• Own and evolve Rowan's career development strategy and framework
• Design and maintain career development resources for employees and managers - career conversation guides, IDP templates, and manager enablement materials
• Integrate career development touchpoints into the performance cycle, making development planning a natural output of performance conversations
• Partner with Talent Acquisition and People Operations to build scalable career pathing and internal mobility approach that increases visibility of opportunities and supports employee growth
• Serve as an internal team development consultant - partnering with People Business Partners and leaders to diagnose challenges and design targeted interventions that strengthen effectiveness, collaboration, and performance; partner with People Business Partners on internal solutions and/or recommend vendor partners
• Administer and debrief team and leader assessment tools (e.g., 5 Behaviors, DiSC, or equivalent) in a way that generates real behavior change and impact
• Design and facilitate team effectiveness sessions - diagnosing dynamics, establishing working norms, and leading teams to create concrete action plans
• Design Rowan's new leader assimilation process and toolkit; train People Business Partners in delivery
• Lead or partner in vendor selection and ongoing relationship management, as applicable
• Partner with the People Operations Analyst to develop onboarding dashboards and success measures
• Create, track, and report on success metrics; use data, feedback, and business insights to evaluate effectiveness and continuously improve programs and processes

Benefits

• Hybrid working environment
• Team building and educational opportunities
• Generous benefits package including robust health benefits and a 401(k)-company contribution
• Unlimited PTO
• RTD ECO pass or parking reimbursement
• Competitive compensation, bonus, and an incentive plan

What This Job Offers

• Job Type: Full-time
• Career Level: Senior