Culture and Capabilities Manager

About this role

Who We Are

The Farmer’s Dog was born from a mission to change the landscape of pet health, providing dogs and their humans with honest, smart, and simple care. We’re starting by radically improving the $90 billion pet food industry, replacing bags of highly-processed pellets with a personalized subscription service that sends complete and balanced, freshly-made dog food directly to customers’ doors. Our ultimate goal is to create innovative, delightful and personalized experiences across all aspects of pet care, and we believe our direct-to-consumer business model, holistic approach to growth, and dynamic culture uniquely position us to shepherd this backwards industry into the future.

To date, The Farmer’s Dog has delivered over 1 billion meals nationwide and raised over $150M in funding to help us build a company as healthy as the dogs who are eating those meals. Join us as we continue to develop ways of bringing peace of mind to customers, health to their companions, and much-needed change to the way people feed and care for their pets.

#LongLiveDogs

What We Stand For and Where You’ll Come In

As TFD is growing, it's critical to ensure our culture is scaling with it and that we're building the capabilities we need for what's next. The Culture & Capability Manager will own that work day to day — the production, the operating rhythm, the org-wide integration — so our learning and culture keep pace with the mission.

Reporting to the Program Lead, Org Effectiveness, you'll turn strategy into work people actually experience. We work as a Team and we're not precious about who does what, so you'll help shape the experience and partner closely with others to deliver it. That means learning the intricacies of our product and business, and owning the rhythms and feedback loops that keep a heavy calendar reliable and make each experience better than the last.

One Team: We don’t think of ourselves as “Acquisition Marketers”, “Engineers”, “Data Analysts”, or “Product Managers”. Beyond denoting skill sets and areas of expertise, we don’t think departments matter. We’d rather align ourselves to the goals we’re working to achieve and make sure we have necessary subject matter expertise to drive meaningful impact. We strive to orient ourselves around customer problems TOGETHER – getting the right people, with the right context, in the right rooms/Zooms to solve problems holistically.

We are skeptical about everything and precious about nothing: Ideas can and should come from anywhere, and we aren’t tied to our own. We proactively source input. We talk to our customers and leads regularly and are quick to change course if we know there’s a better or more impactful way to solve problems.

We consider the customer journey in all of our decisions: We know that no interaction exists in a silo and therefore understand how important every single one is. We ensure our strategy sets prospective and new customers up for success and drives long-term retention. We answer questions and address problems early and proactively. We understand the value of different channels, initiatives, and messages and know how to articulate impact and advocate for prioritization holistically.

We Execute For Impact: We don’t subscribe to “best practices” or “industry KPIs”. We’re uninterested in how we compare to “benchmarks”; instead we orient ourselves around being the best we can possibly be. Similarly, we don’t subscribe to rigid or classical expectations of roles – i.e. acquisition is hyper-focused on improving customer retention and experience.

We Are Focused and Work Without Assumption : We are not beholden to ideas. We have goals and believe everything beyond that is a series of hypotheses to validate. To that end, we seek to work in sequence and not in parallel. We constantly ask ourselves, “what’s the most important hypothesis I should be working on right now? How do I confirm or reject that hypothesis as fast as possible?”. We rarely have timelines/deadlines and are constantly taking in new information and adjusting our priorities accordingly. We don’t expect to be perfect the first time.

How You'll Make An Impact

Bring our learning and capability experiences to life. Our management, leadership, and upskilling programs run because you make them run. As part of this you will:

• Build and maintain the intake, templates, trackers, and rhythms that keep a full slate of learning programs moving and visible. These are the systems that let a small team deliver at company scale. This role is the learning enablement expert!

• Own learning delivery end to end — planning, scheduling, logistics, communications — working alongside facilitators and our Employee Experience partners so every session lands.

• Product-manage our learning experience platform (LMS), owning enrollment, content management, learner communications, and reporting.

• Shape the approach and build the materials that make learning stick — pre- and post-session work, facilitation decks, tip sheets, workbooks — and facilitate sessions of your own.

Scale our culture for the long run. You'll build the programming and experiences that make our culture visible and felt as we grow — and weave it into the processes people already use. As part of this you will:

• Build culture programming from scratch and roll it out company-wide with Employee Experience, so our mission and ethos show up in everyday moments. The formats are wide open — storytelling series, leadership Q&As, an internal podcast, a TFD history archive, or something we haven't thought of yet. We want your point of view!

• Embed our cultural expectations into the processes people actually touch — onboarding, performance enablement, and beyond — so what we say we value shows up in practice.

• Partner with the Program Lead on the outcomes of our employee listening loops, so we keep a real pulse on what the org needs and build it into the culture programming roadmap.

We're Excited About You Becaus

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