Senior Manager, Talent Management & Organizational Development

Chainalysis is hiring a Senior Manager, Talent Management & Organizational Development to own the programs, processes, and resources that drive talent quality across the company. You will report to the VP of People. This is a high-impact individual contributor role where you will assess and sharpen the existing performance review cycle while building talent development programs from scratch, then present recommendations to the People Leadership Team, gain alignment, and execute.

What you'll do

• Evaluate and improve the existing performance review cycle, including goal setting, mid-year check-ins, annual reviews, ratings, and calibration
• Build supporting materials such as manager guides, calibration toolkits, talking points, and FAQs that make the process work at all levels
• Partner with People Analytics to track completion rates, rating distributions, and other process health indicators, using data to drive cycle-over-cycle improvement
• Partner with HRBPs and business leaders to ensure the organization has a high-performing talent delivery model
• Build the succession planning program for critical roles, including readiness assessments, development plans, pipeline visibility for leadership, and designing and running the organization's talent mapping process, assessment methodology such as 9-box, criteria, and cadence
• Create frameworks that make talent conversations consistent, data-informed, and actionable across business units
• Identify frameworks to address retention risks for high-impact contributors and recommend targeted interventions, working with HRBPs and business leaders to roll out and integrate into ongoing talent conversations
• Develop the content library that HRBPs need to operate as strategic talent advisors, including playbooks, templates, facilitation guides, and one-pagers
• Create enablement resources for people managers at all levels covering goal setting, feedback, development conversations, talent assessment, and navigating the review cycle
• Run train-the-trainer sessions, workshops, and office hours to build capability across HRBPs and managers
• Translate talent strategy into practical tools people can use independently
• Lead L&D programming where it connects to talent and performance outcomes, including leadership development, manager effectiveness, and high-potential acceleration
• Identify capability gaps through performance data, engagement results, and business priorities, then recommend targeted interventions
• Partner with external vendors and internal subject matter experts to curate or build development content where gaps exist
• Advise on team effectiveness, organizational design, and change management as the company scales
• Bring an organizational development lens to talent programs to ensure they reinforce the culture and operating model Chainalysis is building
• Bring data, options, and clear recommendations to the People Leadership Team for key decisions on talent philosophy, program design, and process changes
• Facilitate discussions that lead to aligned decisions, then own the execution
• Keep the People Leadership Team informed on program outcomes, risks, and what is and is not working

What you bring

• 5-8 years in talent management and organizational development with meaningful time spent building or redesigning talent programs, not only administering existing ones
• Critical thinking: you review, assess, and define based on first principles, anticipating the organization's needs versus waiting to have them defined for you
• Building with agility: you are comfortable with ambiguity, can take a vague problem, structure it, propose a path forward, and ship something useful iteratively before you have every answer
• Enablement driven: you think about adoption and have a track record in adult learning and programs that flex to the audience
• Metrics orientation: you default to measuring outcomes and are comfortable with people analytics, dashboards, and making a case with data
• Clear, direct communication: you can present options to a leadership team, facilitate a calibration session, and write a one-page toolkit with equal skill
• Workday fluency: experience working in Workday for talent and performance processes

Nice to have

• Background in human capital management consulting such as EY or Deloitte, or organizational development design at talent-dense organizations that have scaled
• Experience at a technology company during a period of rapid growth or organizational change
• Coaching certification, organizational development certification, or an advanced degree in I/O Psychology, Organizational Development, or a related field
• Familiarity with succession planning, including talent assessment, career pathing frameworks, and competency models such as 9-box
• Track record of using AI-enabled authoring tools in enablement and curriculum development

What we offer

Chainalysis provides tools, workflows, and space to develop AI fluency and experiment with new approaches to work. The role includes the opportunity to shape how the organization uses AI to enhance talent and organizational development processes.

About Chainalysis

Chainalysis is the blockchain data platform that makes it easy to connect the movement of digital assets to real-world services. Powered by deep blockchain data and AI, organizations can investigate illicit activity, manage risk exposure, and develop innovative market solutions built on the industry's most trusted blockchain intelligence.