Sr. Manager, Talent - Product to Market Transformation

Gap Inc.•San Francisco, CA

About The Position

Gap Inc. is undergoing a significant multi-year Product-to-Market (P2M) Transformation, internally known as IndigoX. This initiative aims to modernize the company's product design, development, and delivery processes across its brands by integrating AI with human-led strategy to create a more agile, responsive, and customer-centric product engine. The Senior Manager, Talent - Product-to-Market Transformation will be a key member of the IndigoX transformation team's People & Culture function, specifically within the Org & Talent team. This role will focus on the talent aspects for employees, functions, and organizations affected by the P2M transformation. The primary responsibility is to own the Talent Journey for this population, developing strategic, end-to-end frameworks for talent assessment, calibration, selection, and development as the future-state organization is built. The frameworks created will be used by HR Business Partners and other HR practitioners for real-time business decisions, requiring them to be both usable and rigorous. Close collaboration with enterprise HR teams is essential to ensure these frameworks align with Gap Inc.'s broader talent methodologies.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, or a related field.
5-7 years of experience in talent management, organizational development, or talent strategy.
Experience designing competency models, career architecture, or talent assessment/calibration frameworks.
Proven experience building skills-based talent frameworks (taxonomy, assessment methodology, career pathing) at scale, ideally within a matrixed, multi-brand, or transformation environment.
Experience managing external vendor relationships for talent or learning technology platforms.
Strong facilitation and stakeholder engagement skills, with the ability to build trust and influence across HRBPs, HR functional teams, and business leaders.
Ability to navigate and align work within a broader enterprise context.
Deep understanding of HR operating models and how talent frameworks translate into day-to-day people decisions.
Analytical mindset with experience using data to design and refine talent frameworks.
Strong equity/fairness lens for high-stakes people decisions.
Excellent program and project management skills, with the ability to manage multiple concurrent framework builds in an ambiguous, fast-paced environment.

Responsibilities

Design and maintain the end-to-end talent assessment and selection framework for P2M-impacted populations, including playbooks, tools, and calibration methodology for evaluating, calibrating, and placing talent within IndigoX.
Build a repeatable "org launch" playbook for consistent talent assessment and placement practices when new functions or organizations are established under IndigoX.
Define the skills taxonomy/ontology for P2M-impacted roles to support career pathing, assessment, and mobility, ensuring alignment with enterprise-wide skills frameworks.
Design and disseminate the end-to-end career pathing architecture for employees impacted by the transformation, providing clear guidelines for growth and movement.
Build and maintain a calibration methodology (e.g., talent reviews) for consistent and defensible talent decisions within IndigoX-impacted populations, aligned with enterprise practices.
Design bench-readiness frameworks to identify succession candidates and assess development needs within P2M-impacted functions for bench planning.
Incorporate dual-track and non-linear career models (e.g., individual contributor vs. people-manager paths, lateral moves) into the career pathing architecture.
Build fairness and bias-mitigation principles into all assessment, calibration, and career pathing tools to ensure equitable and defensible talent decisions.
Own vendor relationships to ensure skill development and career mobility platforms provide strong self-service experiences for employees.
Partner closely with enterprise HR to ensure frameworks, methodologies, and tools for the P2M population align with broader Gap Inc. talent practices.
Partner with HR Business Partners and HR practitioners supporting P2M-in scope teams to ensure frameworks, playbooks, and tools are usable and effectively delivered.
Conduct Train the Trainer sessions to prepare HR partners to execute with confidence.
Partner with IndigoX Organizational Change Management (OCM) to ensure communications and training accurately represent career and development opportunities.
Partner with IndigoX Learning & Development to ensure early-career talent programs leverage assessment and placement frameworks.
Partner with Talent Acquisition to ensure skills frameworks inform hiring decisions and candidate evaluation.
Maintain a strong understanding of HR operating models to navigate cross-functional work and build partnerships.
Continuously benchmark external market practices in skills-based talent management and career architecture, refining IndigoX's frameworks.