Senior Talent Development & People Programs Manager (Talent & Leadership Development)

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 four deeply interconnected domains: leader and manager development, performance management, career development, and team effectiveness consulting.

This role is responsible for designing and evolving the systems, experiences, and practices that help leaders, teams, and employees grow and perform at their best to achieve measurable business outcomes. 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, employee listening, engagement, culture enablement, recognition, or mentoring.

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

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

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

Essential Responsibilities

Leadership & Management Development

Partner with senior leaders, stakeholders, and People Business Partners to identify development needs and translate organizational priorities into scalable, high-impact learning solutions

Co-create and drive Rowan's multi-year leadership development strategy, ensuring it reflects business direction and priority capabilities

Design, deliver, and evaluate leadership development solutions across all levels that address priority business and leadership capabilities

Design and manage Rowan's manager transition programs

Create learning content, toolkits, guides, and practical resources that support sustained behavior change and performance

Make build vs. buy decisions for content, coaching, vendor programs, and assessment tools

Facilitate learning experiences with energy and executive presence, creating environments where leaders feel challenged, engaged, and ready to apply new skills

Administer 360-degree feedback, including vendor coordination, results interpretation, and debrief facilitation

Partner with PBPs on succession and high-potential development

Partner with TD&PP Manager on new leader onboarding content

Performance Management

Lead the strategy, design, and evolution of Rowan's performance management framework, including cycle structure, calibration methodology, promotion integration, and Guiding Principles alignment

Manage the full performance cycle end-to-end: project coordination, timelines, communications, calibration preparation, and partnership with People Business Partners, People Operations, and key stakeholders

Design associated employee and people manager training and resources.

Partner with People Business Partners on calibration session design and facilitation support

Ensure the performance framework explicitly reflects Rowan's Guiding Principles — embedding expected behaviors into how performance is defined, discussed, and recognized

Career Development

Own and evolve Rowan's career development strategy and framework

Design and maintain career development resources for employees and managers - career conversation guides, IDP templates, and manager enablement materials

Integrate career development touchpoints into the performance cycle, making development planning a natural output of performance conversations

Partner with Talent Acquisition and People Operations to build scalable career pathing and internal mobility approach that increases visibility of opportunities and supports employee growth

Team Effectiveness Consulting

Serve as an internal team development consultant - partnering with People Business Partners and leaders to diagnose challenges and design targeted interventions that strengthen effectiveness, collaboration, and performance; partner with People Business Partners on internal solutions and/or recommend vendor partners

Administer and debrief team and leader assessment tools (e.g., 5 Behaviors, DiSC, or equivalent) in a way that generates real behavior change and impact

Design and facilitate team effectiveness sessions - diagnosing dynamics, establishing working norms, and leading teams to create concrete action plans

Design Rowan's new leader assimilation process and toolkit; train People Business Partners in delivery

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 leadership development, organizational development, or talent management - with demonstrated end-to-end ownership of programs and processes

Demonstrated experience designing, developing, and facilitating blended leadership development programs/experiences

Demonstrated experience owning or significantly managing a performance management cycle - including manager and employee enablement, calibration, and framework improvement

Demonstrated experience facilitating team effectiveness sessions or new leader assimilation processes, working in ambiguous group dynamics with senior audiences

Demonstrated experience consulting with senior leaders to diagnose organizational/team challenges and translate business needs into people, team, or development solutions

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

Certification in at least one behavioral or personality assessment tool (DiSC, Hogan, 5 Behaviors, or similar) with demonstrated experience debriefing in individual and team settings

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, high-growth 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 adult learning and behavior science principles as they apply to employee development