Senior HR Manager

We are looking for a Senior Employee Success Manager focused on performance, leadership development, and talent pipelines. This role helps us think through our organizational structure—the roles our teams need, and the distinct pathways for individual contributors and managers within them—then builds the talent development pipeline for each primary pathway. You’ll help define the first‑time manager program that turns strong ICs into confident Coaches; an evidence‑based picture of elite individual‑contributor performance and the development that gets people there; onboarding that brings new hires to full performance faster; and an early career pipeline for homegrown talent. People Operations Overview People Operations at Wealthfront exists to advance the health and fitness of the organization. Operating within a distributed organizational model, we aggregate best practices innovated by functional leaders and redeploy them throughout the organization. We work in partnership with functional leads acting as trusted advisors to ensure we have the right people, processes, and tools to improve the financial futures of our clients and further set Wealthfront apart. Responsibilities Help 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 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. Qualifications 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. Compensation & Benefits Estimated annual salary range: $163,000 - $180,000 USD plus equity and a discretionary bonus. Benefits include medical, vision, dental, 401K plan, generous time off, parental leave, wellness reimbursements, professional development, employee investing discount, and more. Additional perks: Encourage you to work on projects that match your professional goals; support your professional development with weekly 1:1s and semi‑annual reviews; provide autonomy so you can be a happy and successful member of our team. Equal Opportunity Statement We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. #J-18808-Ljbffr