About the role
Senior Manager, Talent Management San Francisco, CA At Rothy’s, we know there’s a better way to do business, and it starts by putting the planet and its people first. More than 225 million single-use plastic bottles and 715,000 pounds of ocean-bound marine plastic have been transformed into our signature thread, creating wardrobe staples that look just as good as they feel. Striving for zero waste, we combine 3D knitting technology and handcrafted assembly to create machine washable styles that don’t compromise on comfort. From classic shoes to carry-everywhere bags, we create essentials for wherever you go. At Rothy’s, building a sustainable future is at the heart of everything we do. We pride ourselves on fostering an inclusive environment at our HQ, retail stores and wholly-owned factory, and are growing our community every day.
About
the Team: Together, the members of our People team make up the most well-versed employee directory you can imagine. From the moment a candidate is interested in working with us until the day they celebrate their first anniversary—and well beyond—this team is working behind the scenes to ensure everything is sailing smoothly. From
benefits questions to employee engagement and building community, the People team are true Rothy’s champions.
About
the role: We're looking for a Senior Manager of Talent Management to lead Rothy’s talent development strategy while overseeing our engagement and performance management processes. This is a high-impact, high-visibility role for someone who thrives in ambiguity, builds and manages programs from the ground up, and can flex between designing/implementing leadership development programs to creating practical, engaging content for frontline retail teams. You'll be a leader within the people team who can effectively collaborate with all members of
the team as well as leaders across the business. You are translating strategy into programs that actually change how people grow, perform, and stay engaged. What you’ll do: Talent Development Strategy Own and evolve Rothy’s talent development strategy, ensuring it aligns with business goals and workforce needs across all levels Design and deliver learning and development programs spanning the full spectrum and lifecycle of the employee population—from retail store employees to senior leadership Determine when to buy (curate and deploy paid/vendor content) versus build (develop and facilitate original content), and execute both effectively Facilitate training sessions, workshops, and leadership programs directly, as needed Performance Management Manage Rothy’s performance management processes end-to-end, including cycle design, tools, implementation, manager enablement, and continuous improvement Partner with People business partners to ensure performance processes are fair, consistent, and tied to results Employee Engagement Own Rothy's engagement strategy, including survey design/administration, results analysis, and action planning with business leaders Identify trends and recommend interventions to improve engagement and retention Regularly gather feedback on existing talent programs (onboarding, performance management, career development) from employees and managers to inform continuous improvement Cross-Functional Collaboration Partner closely with colleagues across the People team (BPs, Talent Acquisition, People Ops, etc.) to ensure talent programs are integrated and consistent Build strong relationships with business leaders across the organization to understand needs and tailor solutions Manage relationships with external vendors, consultants, and content providers Technology & Innovation Leverage technology—including AI tools—to design, scale, and improve the quality and efficiency of talent programs and content Stay current on emerging tools and trends in talent development, engagement, and performance management What you bring: Proven experience leading talent development, performance management, and/or employee engagement functions, ideally in an organization with a diverse workforce (e.g., both corporate and frontline/retail populations) A self-starter mentality with the ability to work autonomously, prioritize independently, and drive projects forward without heavy oversight Strong strategic thinking paired with a bias toward execution—comfortable moving from concept to rollout Demonstrated ability to navigate ambiguity and build structure/process where none previously existed Experience both curating third-party/paid content and designing and facilitating original programs Skill in creating content and programs appropriate for widely varying audiences, from entry-level retail staff to senior executives Excellent collaboration and relationship-building skills, with a track record of working effectively across teams and with external partners Comfort with technology, including using AI tools to improve the speed, quality, or scale of work product Strong facilitation, communication, and project management skills Our
