Director, Talent Management

Remote, but in a location that allows for at least ~3 hours of daily overlap with East Africa Time, and meaningful overlap with US Eastern hours. At this stage of GiveDirectly’s growth and scale, we’re prioritizing hiring in the countries below, where we can employ you through a GD entity or an established employer of record: Cameroon, Canada, Colombia, DRC, Germany, Ghana, Kenya, Malawi, Mozambique, Netherlands, Nigeria, Poland, Portugal, Rwanda, South Africa, Spain, Turkey, Uganda, United Kingdom, and United States., At least ~3 hours of daily overlap with East Africa Time, and meaningful overlap with US Eastern hours.Full-TimeDirector

SalaryUnited States Base Salary: $134,400; Annual Benefits Stipend: $21,393; Bonus Target: 15%. United Kingdom Base Salary: £94,605; Annual Benefits Stipend: £2,760; Bonus Target: 15%. Kenya Base Salary: $106,282; Annual Benefits Stipend: $8,453; Bonus Target: 15%.

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Job Details

Languages: Professional French or Portuguese.
Experience: 7+ years in talent management, performance, or organizational design roles, including time leading a function or a major part of one.
Required Skills: Change Management

Requirements

Have 7+ years in talent management, performance, or organizational design, including time leading a function or a major part of one.
Have designed a performance system and be able to explain how ratings connected to pay and what changed after the first cycle.
Have experience keeping rating and pay systems fair across different currencies, labor markets, and manager quality.
Have built talent management programs or systems from scratch, or close to it, in a start-up or scale-up.
Demonstrate systems thinking across ratings, calibration, pay, promotion, and onboarding.
Design programs with change management and adoption across countries and cultures in mind, and assess whether changes are adopted.
Have deep experience in at least two of onboarding, manager development, and employee engagement or listening, and working experience in the third.
Show experience taking over a major project already in motion and working through disagreement with a senior partner.
Be able to influence without formal authority in a matrixed organization and demonstrate sound judgment and prioritization.
Preferred: experience in a mission-driven or international organization, working across multiple countries including sub-Saharan Africa, or working with external facilitators, consultants, or vendors.
Preferred: comfort using survey, performance, and calibration data; exposure to compensation design or close work with a total rewards team; professional French or Portuguese.

Responsibilities

Assess existing talent management programs and recommend first-year priorities within the first 90 days.
Set the multi-year talent management vision and roadmap, sequencing work against the People roadmap.
Propose the talent management team and determine what to build in-house or obtain externally.
Connect talent management with workforce planning, compensation, and recruitment in partnership with People, Finance, and function leaders.
Own execution of the performance-system redesign, including calibrated outputs that inform merit increases and connect to salary bands.
Build calibration and supporting data to promote consistent and fair ratings and merit decisions across countries, currencies, and manager quality.
Revamp onboarding content and experience for new hires and managers, working with People Ops on processes and systems.
Build a foundational manager program covering feedback, coaching, difficult conversations, and performance management.
Plan the senior-leader values retreat and determine how its outcomes carry into daily work.
Develop employee listening strategy and stand up talent planning and succession as the organization matures.

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