Senior Talent Manager

Chewy•Boston, MA

29d

About The Position

At Chewy, it is our mission to become the most trusted and convenient online destination for pet parents and our partners – vets and service providers – alike. Our success is measured by the happiness of the people and pets we serve, not simply by the amount of pet supplies we deliver. That’s why we continue to think of outside-the-Chewy-box ways to delight, surprise, and thank our loyal pet lovers! Role Summary Chewy is in the midst of a significant transformation of its performance and talent management practices. As the company evolves how performance is defined, managed, and assessed, this role plays a critical part in translating enterprise strategy into scalable, sustainable execution. The Senior Talent Manager is responsible for implementing and continuously improving Chewy’s performance management programs, processes, and tools in a fast-paced, evolving environment. This is not a steady-state role. The work evolves quickly, priorities shift, and success requires strong judgment, pace, and a high bar for execution and impact. Operating as a senior individual contributor, this role works with a high degree of independence and accountability. The Senior Talent Manager partners closely with the Associate Director of Performance Management, business leaders, HRBPs, HR Technology, and cross-functional partners, and is accountable for performance management experiences, guidance, and communications that are clear, practical, and usable for leaders and Team Members. This is a hands-on role, accountable for implementation, execution, governance, adoption, and continuous improvement, with meaningful input into design decisions and accountability for framing options, tradeoffs, and implications to support sound decisions.

Requirements

8+ years of experience in talent management, performance management, HR program management, or related enterprise roles.
Demonstrated ability to operate independently as a senior individual contributor in a fast-paced, evolving environment.
Proven experience leading complex, cross-functional programs involving change management and enterprise partners.
Ability to translate strategy into executable programs, tools, communications, and training for multiple audiences.
Experience working with HR technology platforms (e.g., Workday) and enterprise reporting.
Exceptional written and verbal communication skills.

Nice To Haves

Master’s degree in Industrial-Organizational Psychology, Human Resources, Organizational Development, or a related field
Experience using written narratives such as white papers or memos to communicate recommendations and support decisions

Responsibilities

Lead execution of Chewy’s enterprise performance management system and the processes that support it.
Translate performance standards, expectations, and frameworks into clear, scalable processes, tools, and experiences for leaders and Team Members.
Independently manage complex, time-bound performance programs, including roadmaps, timelines, risks, dependencies, and issue resolution.
Own performance management reporting and insights that tell a clear story of how the system is performing across the enterprise and where iteration is needed to improve execution, experience, and decision quality over time.
Own change management for performance management initiatives, ensuring new and evolving practices are clearly understood, adopted, and sustained across leaders, Team Members and HRBPs.
Partner with Internal Communications to deliver clear, consistent, and audience-appropriate communications, timelines, and decision guidance.
Partner with Talent Development to identify enablement needs and develop scalable training and resources that build leader and Team Member capability.
Act as a trusted execution partner during high-stakes performance and talent moments, helping partners navigate ambiguity, apply standards consistently, and move decisions forward.
Own execution of performance management technology that supports effective performance management processes across the organization.
Translate strategic requirements into clear functional and configuration needs in partnership with HR Technology.
Identify where tools create friction or unintended behaviors for leaders or Team Members and recommend scalable solutions through configuration or process changes.