Senior Manager, Talent and Performance

Visa Hunt; United States; Hybrid; USD 116,000 - 143,000; Full time

Benefits offered by this job

Medical, dental, vision insurance

403b retirement match with immediate v

Group life, AD&D, and short- and long‑

Disability

Job summary

RMI is seeking a Senior Manager, Talent & Performance to lead performance management, talent programs, and workforce planning across our global organization. Reporting to the Director of Talent & People Operations, you will own performance management, talent programs, workforce planning, succession, and provide strategic oversight of our Talent Acquisition function.

This role partners with senior leaders to shape calibration, headcount planning, analytics, and internal mobility, while building

Qualifications

• 10+ years of progressive HR/People Operations experience with demonstrated ownership of talent programs and performance management at a program design level.
• Experience implementing and evolving full‑cycle performance management programs across a complex, multi‑stakeholder organization.
• Ability to influence senior leaders and program leads without direct authority and maintain process integrity.
• Experience leading change management with senior stakeholders in compliant environments.
• Experience building or maintaining people analytics reporting and translating data into recommendations.
• Experience leading workforce planning cycles with Finance or a similar function.
• Experience supporting international operations with employees located globally.
• Solid understanding of HR practices and global compliance across geographies.
• Strong interpersonal, collaboration, and coaching skills for inclusive processes.
• Proven ability to manage multiple priorities in a fast‑moving environment.

Responsibilities

• Lead performance management programs including annual reviews, mid-cycle check-ins, promotions, and feedback practices.
• Develop resources and training for meaningful development conversations and career opportunities.
• Manage coaching resources and influence talent management practices and strategy.
• Partner with People Partners to standardize performance processes across geographies.
• Lead workforce planning cycle and headcount prioritization with senior leaders and Finance.
• Oversee data reporting on talent processes to support decision‑making.
• Own talent review and succession planning programs.
• Manage Rotational Associate and intern programs as a core internal talent pipeline.
• Design career pathing frameworks and internal mobility processes.
• Build foundational people analytics reporting and collaborate with Finance on data inputs.
• Establish and enforce TA processes and supervise TA technology platforms.

Skills

Talent management

Performance management

Workforce planning

People analytics

Internal mobility

Stakeholder management

Change management

HR practices

Global compliance

Collaboration

Education

Bachelor's degree in HR/OD/Business

Tools

TA platforms

AI-enabled sourcing

Job description

Job Description:

The Senior Manager, Talent & Performance is responsible for leading and evolving RMI's talent management programs, performance culture, and workforce planning across our global organization. Reporting to the Director of Talent & People Operations, you will own performance management, talent programs, workforce planning, and succession, and provide strategic oversight of our Talent Acquisition function.

Responsibilities

Performance Management

• Lead, maintain, and evolve RMI's performance management programs and practices, including annual reviews, mid-cycle check-ins, promotion processes, and feedback practices.

• Develop and deliver resources and training that enable people and people leaders to have meaningful development and performance conversations, understand career development opportunities, and make sound talent decisions.

• Manage coaching resources to ensure strategic investment in the professional growth of RMIers; build relationships across RMI to influence talent management practices and strategy.

• Partner with People Partners to ensure consistent and equitable performance processes across business units and geographies, including calibration, ratings integrity, and promotion equity.

Talent Programs & Workforce Planning

• Lead RMI's workforce planning cycle in partnership with senior leaders and Finance; serve as the People Team's primary voice in headcount planning and prioritization decisions.

• Oversee reporting and analysis of data related to talent processes — including succession planning, retention, workforce planning, and leadership development — to support decision-making by key leaders and stakeholders across the organization.

• Own talent review and succession planning programs, ensuring RMI is identifying and developing high-potential employees.

• Manage the Rotational Associate Program (RAP) and intern program talent lifecycle — including cohort hiring oversight, 90‑day reviews, and ongoing development — as a core internal talent pipeline that reduces pressure on external hiring for entry and early‑career roles.

• Design and iterate on career pathing frameworks and internal mobility processes to support retention and redeployment across funded work.

• Build and maintain foundational people analytics reporting — including headcount, turnover, internal mobility, and talent pipeline data — to support decision-making by senior leaders and the People Team. Partner with Finance and the compensation function on data inputs.

Talent Acquisition Oversight

• Assess, stabilize, and evolve RMI's Talent Acquisition function. This is a function that needs strategic leadership, not just oversight.

• Own RMI's hiring strategy, including annual prioritization of requisitions in partnership with Finance and program leads; with limited TA capacity, sequencing and triage are as important as execution.

• Lead internal mobility as an active talent strategy — connecting workforce planning outputs to redeployment, rotation, and career pathing before opening external requisitions.

• Build the case for TA resourcing: evaluate current capacity against demand, identify gaps, and develop recommendations for how the function should be structured to support RMI's growth and global complexity.

• Establish and enforce process standards for hiring across programs — intake, leveling, panel design, offer alignment, and feedback timelines — so the Senior Recruiter can operate efficiently and consistently.

• Own TA technology and platforms, including AI-enabled sourcing, screening, and workflow tools that can extend limited capacity.

• Partner with hiring managers and People Partners on role scoping, leveling, and offer alignment; ensure TA processes are equitable, efficient, and reflect RMI's equity commitments.

Minimum Qualifications

• 10+ years of progressive HR/People Operations experience with demonstrated ownership of talent programs and performance management at a program design level — not just execution.

• Experience implementing and evolving full‑cycle performance management programs, including calibration, promotion processes, and feedback practices across a complex, multi‑stakeholder organization.

• Demonstrated ability to influence senior leaders and program leads without direct authority and hold a line on process integrity when you don't control the outcome.

• Experience leading change management efforts with senior stakeholders in environments where compliance is earned, not mandated

• Experience building or maintaining people analytics reporting — headcount, turnover, pipeline, internal mobility — and translating data into recommendations for senior leaders.

• Experience leading or significantly contributing to workforce planning cycles in partnership with Finance or a comparable function.

• Experience supporting international operations with employees located globally.

• Solid understanding of HR practices, employment law, and organizational design, particularly as it relates to global performance management, promotion equity, and compliance across multiple geographies.

• Strong interpersonal awareness, collaboration, and coaching skills; skilled navigator of differences to build inclusive processes.

• Proven ability to manage multiple priorities and build relationships at all levels in a fast‑moving, ambiguous environment.

Preferred Qualifications

• Experience assessing, building, or scaling a Talent Acquisition function — including evaluating capacity gaps and making a resourcing case to leadership.

• Experience building or maturing a rotational associate, early‑career, or cohort hiring program.

• Experience with succession planning or formal talent review programs.

• Experience with TA technology platforms including AI-enabled sourcing and workflow tools.

• Experience with energy, climate, or mission‑driven organizations.

• Bachelor's degree in HR, Organizational Development, Business, or related field; SHRM‑CP, GPHR, or equivalent a plus.

Visa Sponsorship

Please note:At this time, RMI is not able to sponsor employment visas or hire candidates who require visa sponsorship to work in the United States. All candidates must have current, independent authorization to work in the U.S. without present or future sponsorship from RMI. We will update our hiring pages if this status changes.

Location

We are a remote‑ready company with team members around the globe. Our beautiful and welcoming offices are available for meetings or focused work, whether you are traveling through or living nearby. Our U.S. offices are in New York City; Washington DC; Oakland, California; Boulder, Colorado, and Basalt, Colorado. This role can be located from anywhere in the continental United States.

We provide you with the essential IT equipment plus a one‑time home technology payment and a monthly work from home/commuter allowance to ensure you have a comfortable home office set up and necessary supplies.

We love seeing each other in person! We occasionally gather for shared time together like retreats and learning experiences. Be ready to travel for occasional in‑person meetings (and of course, we cover travel costs). Some roles may require more travel, which will be discussed during the hiring process.

Compensation

At RMI, we prioritize fairness in our pay practices. Salaries are determined based on a mix of experience, market benchmarks, and internal equity across similar roles. The salary range of this position is $115,625-$142,500. New hires typically start toward the lower end of the range, depending on experience and alignment with the role's scope. In addition to base salary, this position includes an annual bonus target of 10% and eligibility for merit‑based increases, which are tied to both individual and organizational performance.

Benefits

We offer an array of benefits including:

• Medical, dental, vision insurance

• 403b retirement match with immediate vesting

• Group life, AD&D, and short- and long‑term disability

• Optional voluntary life, AD&D and accident plans

• Health savings or flexible spending accounts

• Fertility and hormonal health support

• Mental health and wellness support

• Comprehensive leaves of absence (including generous parental leave)

• Generous paid time off and sick leave

• Paid sabbatical leave

• Regional holidays with at least one extended break in each geography

• Work from home and home technology allowances

• Learning & development opportunities (LinkedIn Learning and an annual individual professional development budget)

• Potential for bonuses and merit increases

• Discount marketplace (gym memberships, pet insurance, etc.)

• Hybrid / remote work options

• Team retreats and geographic meetups

• Rewards and recognition programs

Diversity

We know that the diversity of our teams makes us stronger as an organization, and RMI is dedicated to the principles of equal employment opportunity as outlined in U.S. federal law. We prohibit discrimination against applicants, interns, and employees on the basis of any legally recognized basis, including but not limited to: age (40 and over), race, color, sex, pregnancy (including lactation, childbirth, or related medical conditions), religion, national origin, ancestry, physical or mental disability, genetic information (including testing and characteristics), sexual orientation, gender expression/identity, uniformed service member status, veteran status, citizenship status, or any other applicable status protected by applicable law.

RMI is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.