Senior Employee Success Manager
Wealthfront is looking for a Senior Employee Success Manager focused on performance management, leadership development, and talent pipelines. You'll work closely with People Operations leadership and function leaders across the company.
At Wealthfront we ask a lot from our managers and senior individual contributors, who develop the people around them while doing real work in their own craft. This role builds structures that enable our people to thrive: clear career paths for individual contributors and managers, and development pipelines that move people from one stage to the next.
A successful hire on this team will be an exceptional writer, because most of this job's output is words - curricula, scripts, guides, and communications - and the bar is high. They'll be comfortable in front of a room: facilitating a session, hosting an orientation, and holding an audience. They read the research, including the references, and can tell a rigorous study from a pop-science headline. And they have an affinity for fintech - they don't need to be an expert in our industry from day one, but they need to want to become one. Success will require rigorous research, clear writing, and sound judgment.
Responsibilities
Partner with People Operations leadership on organizational design, leveling, and career pathways. Define the roles a function needs, tracks for individual contributors and managers, and a clear picture of what success looks like at each stage
Turn each of those pathways into a talent production pipeline, with content, assessments, and practices that move people from one stage to the next
Design the early career and apprenticeship pipeline that builds our next generation of homegrown talent
Build the first-time manager program that turns strong ICs into confident coaches and keep manager and hiring manager training on a rolling cadence so every manager gets the same foundation
Research an evidence-based picture of elite individual-contributor performance - the "Elite IC" - and build the development pathways that help our best ICs get there
Own the industry and company onboarding curriculum so new hires fulfill their potential faster; breaking down complex financial ideas so anyone can understand them is a core part of the craft
Support the performance cycle, goal setting, reviews, and calibration, so the process stays rigorous and the focus stays on the conversations
Partner with each team's leadership on the technical and business knowledge specific to their product area, so people understand how our products actually work and do their own jobs better because of it
Qualifications
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
A record of talent programs you built and shipped: a leveling or job architecture framework, 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
Exceptional writing across curricula, scripts, guides, and company communications
Comfort facilitating sessions and hosting orientations in front of a live audience
An academic mindset, with the judgment to tell a rigorous study from a pop-science headline
An affinity for fintech, and the appetite to become an expert in our industry
Bachelor's or Master's Degree