Senior Talent Development & People Programs Manager (Culture Enablement & Engagement)

Reporting to the Director, Talent Development & People Programs, the Senior Talent Development & People Programs Manager leads interconnected domains that shape how Rowan's culture is lived every day and how employees learn and connect across the business: Employee Listening, Culture Enablement, Recognition, and Mentoring. This role is responsible for designing and evolving the systems, experiences, and practices that strengthen employee experience and engagement, reinforce and scale Rowan's culture and Guiding Principles, foster connection and development, and create meaningful opportunities for employees to contribute, grow, and thrive.

Responsibilities

Own and evolve Rowan's enterprise employee listening strategy, including survey and listening channel design, communications, action planning, feedback-to-action processes, measurement, and executive reporting; Enable a leader-owned action planning process; build and maintain manager enablement resources; Maintain a year-round listening cadence that integrates surveys, lifecycle listening, and non-survey data into a coherent rhythm that generates organizational intelligence; Interpret data in partnership with the People Ops Analyst to identify priorities, cultural signals, and risks; make recommendations for action and measurement; Partner with People Ops on vendor relationship management and platform operations; Develop and implement culture programs connected to Rowan's Guiding Principles, strategic priorities, and listening insights; Serve as the operational owner of Guiding Principles integration across the employee lifecycle; Partner with Internal Communications to create campaigns, stories, and experiences that translate culture priorities and Guiding Principles into visible, everyday behaviors; Develop and enable leaders in their role as visible culture carriers; Design and maintain a library of leader toolkits focused on culture enablement; Own and evolve Rowan's recognition strategy, ensuring recognition reinforces Guiding Principles, strengthens culture, and motivates performance; Build manager capability and habit around recognition through tools, templates, and nudges; Design and manage Rowan's mentoring program(s) end-to-end: program structure, matching methodology, communications, milestone touchpoints, and outcome measurement; Connect mentoring directly to business priorities, career development, leadership pipeline goals, and culture priorities; Manage external mentoring platform vendor relationship; Lead or partner in vendor selection and ongoing relationship management; Partner with the People Operations Analyst to develop dashboards and success measures; Create, track, and report on success metrics; use data, feedback, and business insights to evaluate effectiveness and continuously improve programs and processes

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business, or a related field; 8+ years of progressive experience in organizational development, people programs, employee experience, or culture - with demonstrated end-to-end ownership of programs and processes; Demonstrated experience designing or managing at least one of the following: employee engagement/listening strategy, recognition programs, mentoring programs, or culture strategy and enablement initiatives; Experience using employee survey/listening data to identify priorities and make recommendations for action; Demonstrated experience consulting with senior leaders, with the ability to diagnose needs, earn credibility, and influence leaders; Demonstrated experience building and scaling programs, frameworks, or processes from the ground up in a high-growth or rapidly evolving hybrid or distributed environment; Familiarity with employee experience frameworks or culture-building practices; Strong project and change management skills, with the ability to manage cross-functional programs and multiple initiatives simultaneously; Highly organized with the ability to execute with excellence in a fast-paced environment; Clear, direct communicator who can translate complex ideas into engaging, practical content for diverse audiences and influence effectively across all levels of the organization, including senior executives; Demonstrated ability to partner across functions with a collaborative and influencing style that builds trust and drives alignment without direct authority; Grounding in behavioral science principles as it applies to organizational culture and employee experience and uses that understanding to design programs that drive real and lasting change; Ability to analyze data, identify trends, measure solution effectiveness, and translate insights into action using data across multiple sources; Highly skilled at working independently from strategy through execution in an organization where the path may need to be created; Proficient working with HR systems, technologies, platforms, survey tools, and SharePoint

Nice to have

Master's degree in a relevant field; Experience managing vendor relationships for HR, Talent, Learning, or culture solutions; Experience designing recognition programs tied to company values or cultural reinforcement; Experience with facilitation in hybrid or distributed environments; Demonstrated ability to leverage AI-enabled tools to improve productivity, content development, learning experiences, or program scalability

Benefits

Hybrid working environment; Team building and educational opportunities; Generous benefits package including robust health benefits and a 401(k)-company contribution; Unlimited PTO; RTD ECO pass or parking reimbursement; Competitive compensation, bonus, and an incentive plan