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

Job description

At Rowan Digital Infrastructure, we are transforming data center delivery for speed and scale. Our mission is to deliver best-in-class data center solutions to hyperscale customers who share our commitment to sustainability, and to do so with an unwavering focus on efficiency, quality, and flexibility. Our data center solutions are tailored to our customers’ needs and delivered by our exceptional end-to-end team. Rowan is assembling a strategic portfolio of data center sites in Tier 1 markets across the United States at various stages of development, and we’re looking for incredible and passionate people to help us advance our company and our commitment to building a more sustainable future. Rowan is backed by Quinbrook, a leading investor in the energy transition, and Blackstone, the world’s largest alternative asset manager. Ready to join us in transforming the future of data centers and sustainability? Apply now to explore exciting career opportunities at Rowan Digital Infrastructure and be a part of our mission to revolutionize data center delivery. **Role Summary** 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. Success requires the ability to think strategically, influence across the organization, and execute with excellence in a fast-paced, high-growth environment. The role includes significant opportunities for contribution and growth where workstreams may be reprioritized or shifted across team members to align to business needs or team member strengths and growth opportunities; workstream opportunity examples include leading or partnering in onboarding, leadership/management development, performance management, or career development. **Travel:** Ability to travel up to (20%) to company location or for meetings. **Location:** Denver, CO (3-day hybrid in-office role) **Compensation:** $125K - $150K (Offers Bonus) **Essential Responsibilities** ***Employee Listening & Engagement*** - 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; partner with People Operations on platform administration and analytics - 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 ***Culture Enablement*** - Develop and implement culture programs connected to Rowan’s Guiding Principles, strategic priorities, and listening insights; integrate culture activities into broader People & Culture and business initiatives - Serve as the operational owner of Guiding Principles integration across the employee lifecycle - working across People & Culture, senior leaders, and cross-functional stakeholders to embed Guiding Principles in hiring, onboarding, performance, recognition, development, and promotion - Partner with Internal Communications to create campaigns, stories, and experiences that translate culture priorities and Guiding Principles into visible, everyday behaviors across the employee experience - Develop and enable leaders in their role as visible culture carriers; partner with Talent Development team members to incorporate culture-specific content into broader leadership development curricula and develop resources that create a consistent source of truth for culture initiatives - Design and maintain a library of leader toolkits focused on culture enablement (e.g. Guiding Principles conversation starters, team ritual guides, onboarding culture orientation resources) ***Recognition*** - Own and evolve Rowan's recognition strategy, ensuring recognition reinforces Guiding Principles, strengthens culture, and motivates performance at both the individual and team level - Build manager capability and habit around recognition through tools, templates, and nudges that make meaningful recognition easy and frequent; integrate recognition skills into manager training ***Mentoring*** - Design and manage Rowan's mentoring program(s) end-to-end: program structure, matching methodology, communications, milestone touchpoints, and outcome measurement; use data and feedback to iterate over time - Connect mentoring directly to business priorities, career development, leadership pipeline goals, and culture priorities - accelerating growth, building cross-functional relationships, and supporting employee navigation of their development at Rowan. - Manage external mentoring platform vendor relationship to ensure the platform supports the program design and participant experience ***Across All Workstreams*** - Lead or partner in vendor selection and ongoing relationship management, as applicable - 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 **Education, Skills, and Experience** - 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 **Preferred Experience and Skills** - 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 **Fueled by Excellence & Collaboration** At Rowan, we are a distributed team united by a common mission to transform data center delivery. Across our two offices, we offer a hybrid work environment supported by teamwork, technology, and in-office gathering time to help you be successful. We are headquartered in downtown Denver, Colorado and have an office in Seattle, Washington. Our team of talented and passionate individuals is spread out across the U.S. **Here to support you** At Rowan, we want to make sure you can do great work. We offer competitive benefits focused on helping you be and achieve your best. - 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 **Equal Opportunity Employer** Rowan Digital is an equal opportunity employer. We welcome and celebrate diversity in all aspects of our workforce. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other legally protected status. We strive to create an inclusive environment where everyone can thrive.