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Chainalysis is seeking a Senior Manager of Talent Management & Organizational Development to own the programs, processes, and resources that drive talent quality across the company. You will report to the VP of People.
This is a high-impact individual contributor role with significant scope. You will assess and sharpen the existing performance review cycle—including goal setting, mid-year check-ins, annual reviews, ratings, and calibration—while building new talent development programs from scratch. You will create playbooks, toolkits, and training that enable HR Business Partners and managers at every level to run great talent processes independently.
Key responsibilities include:
- Evaluate and improve the performance review cycle, building supporting materials (manager guides, calibration toolkits, talking points, FAQs) that work at all levels.
- Partner with People Analytics to track completion rates, rating distributions, and process health indicators; use data to drive cycle-over-cycle improvement.
- Build the succession planning program for critical roles: readiness assessments, development plans, pipeline visibility, talent mapping, assessment methodology (9-box or equivalent), and cadence.
- Create frameworks that make talent conversations consistent, data-informed, and actionable across business units.
- Identify and address retention risks for high-impact contributors with targeted interventions.
- Develop the content library HRBPs need to operate as strategic talent advisors: playbooks, templates, facilitation guides, and one-pagers.
- Create enablement resources for people managers: goal setting, feedback, development conversations, talent assessment, and review cycle navigation.
- Run train-the-trainer sessions, workshops, and office hours to build capability across HRBPs and managers.
- Pick up L&D programming where it connects to talent and performance outcomes: leadership development, manager effectiveness, and high-potential acceleration.
- Identify capability gaps through performance data, engagement results, and business priorities; recommend targeted interventions.
- Partner with external vendors and internal subject matter experts to curate or build development content.
- Advise on team effectiveness, organizational design, and change management as the company scales.
- Bring an OD lens to talent programs to reinforce culture and operating model.
- Bring data, options, and clear recommendations to the People Leadership Team for key decisions on talent philosophy, program design, and process changes.
- Facilitate discussions that lead to aligned decisions and own execution.
- Keep PLT informed on program outcomes, risks, and what is and is not working.
Chainalysis is a growth-stage blockchain analytics company. The role emphasizes working iteratively, moving fast, staying grounded in data, and adapting to shifting priorities in an ambiguous environment. AI fluency is expected across all roles at the company.
REQUIREMENTS:
- 5–8 years in talent management and organizational development with meaningful time spent building or redesigning talent programs (not only administering existing ones). May have led or been part of an L&D organization, but if principally a training designer or facilitator, this role will not be a fit.
- Critical thinking: review, assess, and define based on first principles; curiosity-led and self-directed; anticipate organizational needs.
- Building with agility: comfortable with ambiguity; can structure vague problems, propose paths forward, and ship useful solutions iteratively before having every answer; adjust when priorities shift without losing momentum.
- Enablement driven: think about adoption, not just design; track record in adult learning and programs that flex to audience; build training, resources, and feedback loops that make programs relevant and sticky.
- Metrics orientation: default to measuring outcomes; comfortable with people analytics, dashboards, and data-driven cases; create with data and AI as tools.
- Communication: clear, direct communicator; can present options to leadership, facilitate calibration sessions, and write one-page toolkits with equal skill.
- Workday fluency: experience working in Workday for talent and performance processes.
NICE TO HAVE:
- Background in human capital management consulting (EY, Deloitte, or comparable) and/or OD design at talent-dense organizations that have scaled.
- Experience at a technology company during rapid growth or organizational change.
- Coaching certification, OD certification, or advanced degree in I/O Psychology, Organizational Development, or related field.
- Familiarity with succession planning, talent assessment, career pathing frameworks, and competency models (e.g., 9-box).
- Track record of using AI-enabled authoring tools in enablement and curriculum development.
