Senior Employee Success Manager

Help us think through structure. Partner with People Operations leadership on organizational design, leveling, and career pathways — the roles a function needs, and distinct tracks for individual contributors and managers, with a clear picture of what success looks like at each stage.

Build a talent development pipeline for each pathway. Turn each primary pathway in that structure into a working pipeline — the content, assessments, and practices that move people from one stage to the next — so development is deliberate rather than left to chance.

Grow homegrown talent. Design the early career and apprenticeship pipeline that builds our next generation of talent.

Develop our coaches: Build the first-time manager program that turns strong ICs into confident coaches. Managing is its own craft here, with managers chosen for ability and appetite. Maintain a rolling cadence of manager and hiring manager training to bring everyone up to standard.

Define and develop the "Elite IC." Research an evidence-based picture of elite individual-contributor performance, and build the development pathways that help our best ICs get there.

Bring new hires to full performance faster. Own the industry and company onboarding curriculum. A core part of the craft: breaking down complex financial concepts so anyone can understand them.

Support the performance cycle. Assist with goal setting, reviews, and calibration so the process stays rigorous and the focus stays on the conversations rather than the paperwork.

Build product-area fluency. Partner with each team's leadership on the technical and business knowledge specific to their product area — deep fluency in how our products actually work, so performance in role is continuously improving.

You have 6–8 years of experience across talent development, performance management, leadership development, organizational development, or change management; consulting and organizational psychology or sociology backgrounds are welcome.

You've built and shipped real talent programs: leveling or job architecture frameworks, a company-wide performance review or calibration cycle, a first-time manager or leadership development program, a development pipeline or curriculum with real assessments, or an early career program.

Prior experience at a relevant consulting practice (Human Capital, Organizational Performance, People Strategy, Talent Management, Management Consulting, Organizational Development, HR Transformation, or HR Effectiveness) or on an innovative People team of a high-growth technology company is a strong signal.

You are an exceptional writer — most of this job's output is words, from curricula and scripts to guides and communications — and the bar is high.

You're comfortable in front of a room: facilitating a session, hosting an orientation, and holding an audience are part of the craft here.

You have an academic mindset: you read the research, including the references, and you can tell a rigorous study from a pop-science headline.

You have an affinity for fintech — you don't need to arrive an expert in our industry, but you need to want to become one.

Encourage you to work on projects that match your professional goals.

Support your professional development by providing feedback during weekly 1:1s and our semi-annual reviews.

Provide you autonomy so you can be a happy and successful member of our team.