Backed by Accel and Techstars.
About the role
Evaluate and improve the existing performance review cycle, including goal setting, mid-year check-ins, annual reviews, ratings, and calibration. Build the supporting materials (manager guides, calibration toolkits, talking points, FAQs) that make the process work at all levels.
What they're looking for
- Critical thinking: you review, assess, and define based on first principles. You are curiosity-led and self-directed, anticipating the organization’s needs versus waiting to have them defined for you
- Metrics orientation: you default to measuring outcomes. You are comfortable with people analytics, dashboards, and making a case with data. You create with data and AI as tools, not the other way around
- Communication: clear, direct communicator. You can present options to a leadership team, facilitate a calibration session, and write a one-page toolkit with equal skill
- Workday fluency: experience working in Workday for talent and performance processes
- Background in human capital management consulting (EY, Deloitte, or comparable) and/or OD design at talent dense organizations who have scaled
- Experience at a technology company during a period of rapid growth or organizational change
More about this role
Chainalysis is hiring a Senior Manager, 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 IC role. Some foundations are already in place. A performance review cycle runs today, and your job is to assess it, sharpen it, and raise the bar on how ratings, calibration, and reviews work in practice. Other programs, to support top talent development do not exist and this role has an opportunity to create lasting programs from scratch. In both cases, you will present recommendations to the People Leadership Team, get alignment on direction, and then execute.
A core part of this role is making other people effective. You will create the playbooks, toolkits, and training that HR Business Partners and people managers at every level need to run great talent processes without heavy central support. You build the content. You run delivery. You measure whether it lands.
The right person brings strong practices from a consulting background or a large, well-structured organization, but does not try to copy-paste them. Chainalysis is a growth-stage...
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