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

About this role

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, including leading or partnering across onboarding, employee listening, engagement, culture, recognition, mentoring, and/or strategic ERG initiatives.

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 onboarding 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 Developm

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