Senior Talent Development & People Programs Manager (Culture Enablement & Engagement)

At Rowan Digital Infrastructure, we are transforming data center delivery for speed and scale. Our mission is to deliver best-in-class data center solutions to hyperscale customers who share our commitment to sustainability, and to do so with an unwavering focus on efficiency, quality, and flexibility. Our data center solutions are tailored to our customers’ needs and delivered by our exceptional end-to-end team. Rowan is assembling a strategic portfolio of data center sites in Tier 1 markets across the United States at various stages of development, and we’re looking for incredible and passionate people to help us advance our company and our commitment to building a more sustainable future.

Rowan is backed by Quinbrook, a leading investor in the energy transition, and Blackstone, the world’s largest alternative asset manager.

Ready to join us in transforming the future of data centers and sustainability? Apply now to explore exciting career opportunities at Rowan Digital Infrastructure and be a part of our mission to revolutionize data center delivery.

Role Summary

Reporting to the Director, Talent Development & People Programs, the Senior Talent Development & People Programs Manager leads interconnected domains that shape how Rowan's culture is lived every day and how employees learn and connect across the business: Employee Listening, Culture Enablement, Recognition, and Mentoring.

This role is responsible for designing and evolving the systems, experiences, and practices that strengthen employee experience and engagement, reinforce and scale Rowan's culture and Guiding Principles, foster connection and development, and create meaningful opportunities for employees to contribute, grow, and thrive. Success requires the ability to think strategically, influence across the organization, and execute with excellence in a fast-paced, high-growth environment.

The role includes significant opportunities for contribution and growth where workstreams may be reprioritized or shifted across team members to align to business needs or team member strengths and growth opportunities; workstream opportunity examples include leading or partnering in onboarding, leadership/management development, performance management, or career development.

Travel: Ability to travel up to (20%) to company location or for meetings.

Location: Denver, CO (hybrid in-office role)

Compensation: $125k - $150k (Offers Bonus)

Essential Responsibilities

Employee Listening & Engagement

Own and evolve Rowan's enterprise employee listening strategy, including survey and listening channel design, communications, action planning, feedback-to-action processes, measurement, and executive reporting; partner with People Operations on platform administration and analytics

Enable a leader-owned action planning process; build and maintain manager enablement resources

Maintain a year-round listening cadence that integrates surveys, lifecycle listening, and non-survey data into a coherent rhythm that generates organizational intelligence.

Interpret data in partnership with the People Ops Analyst to identify priorities, cultural signals, and risks; make recommendations for action and measurement

Partner with People Ops on vendor relationship management and platform operations

Culture Enablement

Develop and implement culture programs connected to Rowan’s Guiding Principles, strategic priorities, and listening insights; integrate culture activities into broader People & Culture and business initiatives

Serve as the operational owner of Guiding Principles integration across the employee lifecycle - working across People & Culture, senior leaders, and cross-functional stakeholders to embed Guiding Principles in hiring, onboarding, performance, recognition, development, and promotion

Partner with Internal Communications to create campaigns, stories, and experiences that translate culture priorities and Guiding Principles into visible, everyday behaviors across the employee experience

Develop and enable leaders in their role as visible culture carriers; partner with Talent Development team members to incorporate culture-specific content into broader leadership development curricula and develop resources that create a consistent source of truth for culture initiatives

Design and maintain a library of leader toolkits focused on culture enablement (e.g. Guiding Principles conversation starters, team ritual guides, onboarding culture orientation resources)

Recognition

Own and evolve Rowan's recognition strategy, ensuring recognition reinforces Guiding Principles, strengthens culture, and motivates performance at both the individual and team level

Build manager capability and habit around recognition through tools, templates, and nudges that make meaningful recognition easy and frequent; integrate recognition skills into manager training

Mentoring

Design and manage Rowan's mentoring program(s) end-to-end: program structure, matching methodology, communications, milestone touchpoints, and outcome measurement; use data and feedback to iterate over time

Connect mentoring directly to business priorities, career development, leadership pipeline goals, and culture priorities - accelerating growth, building cross-functional relationships, and supporting employee navigation of their development at Rowan.

Manage external mentoring platform vendor relationship to ensure the platformsupports the program design and participant experience

Across All Workstreams

Lead or partner in vendor selection and ongoing relationship management, as applicable

Partner with the People Operations Analyst to develop dashboards and success measures

Create, track, and report on success metrics; use data, feedback, and business insights to evaluate effectiveness and continuously improve programs and processes

Education, Skills, and Experience

Bachelor's degree in Human Resources, Organizational Development, Business, or a related field

8+ years of progressive experience in organizational development, people programs, employee experience, or culture - with demonstrated end-to-end ownership of programs and processes

Demonstrated experience designing or managing at least one of the following: employee engagement/listening strategy, recognition programs, mentoring programs, or culture strategy and enablement initiatives

Experience using employee survey/listening data to identify priorities and make recommendations for action

Demonstrated experience consulting with senior leaders, with the ability to diagnose needs, earn credibility, and influence leaders

Demonstrated experience building and scaling programs, frameworks, or processes from the ground up in a high-growth or rapidly evolving hybrid or distributed environment

Familiarity with employee experience frameworks or culture-building practices

Strong project and change management skills, with the ability to manage cross-functional programs and multiple initiatives simultaneously

Highly organized with the ability to execute with excellence in a fast-paced environment

Clear, direct communicator who can translate complex ideas into engaging, practical content for diverse audiences and influence effectively across all levels of the organization, including senior executives

Demonstrated ability to partner across functions with a collaborative and influencing style that builds trust and drives alignment without direct authority

Grounding in behavioral science principles as it applies to organizational culture and employee experience and uses that understanding to design programs that drive real and lasting change

Ability to analyze data, identify trends, measure solution effectiveness, and translate insights into action using data across multiple sources

Highly skilled at working independently from strategy through execution in an organization where the path may need to be created

Proficie