Why Glassdoor?

When you work for Glassdoor, you help people everywhere get ahead in work and life. That’s because we’re moving fast to become the leading community for workplace conversations. Every day, we foster radical transparency by giving professionals a platform to connect authentically and anonymously. Think real talk with real people — plus company reviews and ratings, salary info, job listings and more. 

Join us as we make worklife better, together.

About the Role

Glassdoor’s Talent Management team defines how our employees understand what success looks like, how we reward and recognize performance, how we think about career development and advancement, and how we create robust succession plans to ensure business continuity and success. The team uses data to make decisions, and views everything they do through the lens of equity and inclusion. The Contract Sr. Manager, Talent Management will focus on articulating and innovating upon Glassdoor’s Career Development philosophy, framework, policies, programs and processes. This opportunity is a six-month contract assignment. 

What You’ll Do

In your role, you’ll lead efforts to create a culture of career transformation and empowerment, so that employees can grow, develop and move across the company – leveraging internal mobility as a means to continuously create new opportunities for employees to gain exposure, capabilities, and experience that align to their goals and the needs of the business. This includes:

  • Support adoption of job and career architecture efforts and companywide competencies through strategic communication, integration into existing processes, and role-modeling of behaviors
  • Own Glassdoor’s engagement strategy including our twice annual Pulse survey administration and analysis
  • Support Talent Development programs to help grow, engage, and retain top talent at Glassdoor such as Succession Planning, Promotion Process for Director level+ roles, Critical Role exercises, etc. 
  • Enhance and/or re-develop talent calibration tools and best practices, succession plans and targeted development plans for successors and other high potential talent
  • Collaborate with Diversity & Inclusion team to leverage talent management efforts to increase our diverse representation and inclusion efforts  and ensure our talent management practices foster equity
  • Enhance existing frameworks and initiatives to enable a culture of quality career and performance conversations to ensure employees are continuously giving and receiving feedback and engaging in consistent career discussions to maximize their performance and potential

What You’ll Bring

  • 7+ years of experience in talent management and organizational development space 
  • Experience with Workday and Glint survey tool required
  • Project management capabilities to define and meet project milestones, communicate issues and risks in a timely manner, manage expectations and deliver results.
  • A thoughtful approach to the people side of change management which  involves preparing, supporting, and equipping employees to adopt change to business processes, systems, and technologies.
  • The ability to successfully manage, communicate, and influence with a variety of stakeholders at all levels
  • A passion to re-define career development and the benefits to Glassdoor and Glassdoorians to be a reason people join and creates long-term engagement 
  • Be knowledgeable about talent and learning products, services and initiatives, and serve as point of contact for People Business Partners, leaders and employees in specific businesses or geographies
  • Apply talent and organizational development theory/models, leverage or benchmark best practices/trends, and maintain knowledge of cutting-edge approaches in order to deliver performance-based solutions that drive measurable, lasting impact
  • Partner with People Ops team to leverage workforce data and survey results in a way that aligns with the Glassdoor’s People, Places, and Experience team strategy

Compensation 

Hourly range: $70.00 - $80.00

Our Commitments

  • Come as you are: At Glassdoor diversity is not a slogan; it’s a core factor in our success. We welcome your background, experience and ideas because you help us understand and better serve our world. You make us stronger.
  • Grow your career: Glassdoor is small enough for you to see the impact of your contributions, while large enough to offer significant resources and endless opportunities to grow. This is a great place to make a career.
  • Find your people: Ask anyone who works here: it’s the people who make the difference. We are a group of well-rounded humans who support one another and work hard together to bring the Glassdoor mission to life.
  • Discover flexibility: With flexible hours and a where-to-work policy, Glassdoor allows you to take on professional and personal responsibilities — enhancing both productivity and your well-being. 

Glassdoor is committed to equal treatment and opportunity in all aspects of recruitment, selection and employment without regard to race, color, religion, national origin, ethnicity, age, sex, marital status, physical or mental disability, gender identity, sexual orientation, veteran or military status or any other category protected under the law. Glassdoor is an equal opportunity employer; committed to creating a community of inclusion, and an environment free from discrimination, harassment and retaliation.

Where-to-Work Policy
Being a remote-first company, Glassdoor employees can live anywhere Glassdoor is a registered company. Requests to move must be approved by an employee’s manager and the People team. While we will try our best to support relocation requests, some requests may not be approved due to various tax, legal, or other restrictions.

Enjoy Remote and Explore: Employees authorized to work in their current location may Work Away for up to a total of 30 (thirty) working days in a calendar year without permanent relocation and compensation change. Employees on visas may work Work Away for up to a total of 20 (twenty) working days in a calendar year without permanent relocation and compensation change. The amount of time and location for Work Away must be approved by the employee’s manager and People Operations team at least two (2) weeks in advance of travel.

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