Talent Development & People Programs Manager

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 Manager, Talent Development & People Programs leads two critical areas: enterprise onboarding and learning experience design.

The role owns Rowan's end-to-end onboarding strategy, including overall process, program design and delivery, hiring manager enablement, and continuous improvement. Partnering closely with key stakeholders, this position creates a consistent, engaging, and impactful new hire experience that helps employees quickly connect, contribute, and thrive.

As the team's learning experience design lead, the Manager establishes standards, consults with stakeholders on business needs, and designs impactful development solutions across the TD&PP portfolio. The ideal candidate is a hands-on practitioner who combines expertise in learning design, performance consulting, program management, change management, learning management/experience systems, and AI-enabled solutions to create exceptional talent development experiences and measurable business outcomes.

The role includes significant opportunities for contribution and growth, including leading or partnering across leadership development, career development, mentoring, employee listening, engagement, culture, recognition, performance management 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: $105k - $125k (Offers Bonus)

Essential Responsibilities

Learning Experience Design

- Build and manage the pillar's intake process - applying a performance consulting lens to distinguish learning needs from other gaps before recommending solutions; track priorities, timelines, and solution delivery through closure

- Lead project plans to drive key initiatives from concept to implementation and evaluation; coordinate resources, suppliers, communications, and implementation activities to achieve desired outcomes

- Develop and curate high-quality, impactful content, experiences, and resources across the pillar's portfolio – includes virtual, in-person, digital, and blended experiences, resources, and performance support tools

- Apply adult learning, behavioral science and modern design principles to all solutions; consult with subject matter experts and stakeholders to address capability needs

- Leverage AI-enabled tools to accelerate development cycles, increase personalization, and maintain quality at scale; bring human judgment to ensure quality and Rowan's voice

- Act as a producer for in-person, online, and blended learning sessions; facilitate working sessions and learning experiences, manage pilots, and build stakeholder alignment

- Set design standards, templates, and quality criteria for all learning content produced by the team

Enterprise Onboarding Strategy, Program Management & Experience Design

- Own and continuously improve Rowan's enterprise onboarding strategy and new employee experience roadmap; defining success metrics, governance, and standards

- Develop and manage a scalable, common onboarding framework through Day 90 that supports rapid growth across a distributed workforce, reinforcing Rowan's culture, Guiding Principles, and ways of working - balance consistency with appropriate flexibility for different roles and locations

- Lead onboarding projects from concept through implementation; develop standardized project plans, cross-functional workflows, and operating procedures

- Ensure onboarding strategy connects to the broader talent development lifecycle

- Build and maintain the full suite of onboarding program components - orientation, learning journeys, job aids, guides, check-ins, connection opportunities, etc.

- Design and facilitate Rowan's new hire Day 1 orientation

- Design and own the new hire feedback system

Team Onboarding / Hiring Manager Enablement

- Build and maintain Rowan's hiring manager onboarding toolkit; design and deliver hiring manager enablement

- Partner with People Business Partners to identify patterns in hiring manager effectiveness and deploy targeted support

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

- Continuously scan internal and external trends, identify opportunities for innovation, and champion new approaches that improve development effectiveness, increase adoption, and strengthen organizational capability

LMS/LXP Content Strategy & People Ops Partnership

- Serve as the pillar's primary liaison to People Operations for all LMS/LXP needs -

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