Director, Talent Management

GiveDirectly

. Build GiveDirectly’s talent management function and establish an intentional approach to onboarding, development, and retention .

Posted 10/25/2026full-timeRemote • United StatesLead💰 $134,400 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in talent management, performance system design, and organizational development, with a strong focus on onboarding, employee engagement, and change management across diverse cultures. Proven ability to lead strategic initiatives and influence stakeholders in a matrixed environment.

Highest-signal resume keywords

Talent ManagementPerformance System DesignChange ManagementEmployee EngagementOnboarding Development

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Performance System DesignTalent Management ProgramsCalibration ProcessesCompensation DesignData AnalysisSystems ThinkingProject ManagementProgram AdoptionEmployee Listening StrategySuccession Planning

Soft Skills

JudgmentPrioritizationInfluencing Without AuthorityCollaborationCommunication

Tools & Technologies

Survey ToolsPerformance Management SystemsCalibration Data Tools

Industry Keywords

International OrganizationHigh-GrowthSub-Saharan AfricaMission-DrivenMatrixed Organization

About the role

Key responsibilities & impact

Build GiveDirectly’s talent management function and establish an intentional approach to onboarding, development, and retention
Assess existing talent management programs within the first 90 days and agree the first-year sequencing with the Head of People
Set the vision and multi-year talent management roadmap
Propose the talent management team and determine what to build in-house versus buy or borrow
Connect talent management with workforce planning, compensation, and recruitment in partnership with People, Finance, and function leaders
Lead execution of the performance system redesign, connecting calibrated ratings to merit increases and salary bands
Improve performance conversations, employee clarity on expectations, feedback, and growth
Build calibration and data processes to support fair ratings and merit decisions across countries and currencies
Establish global standards for addressing low performance and equip managers to apply them
Iterate the performance system using calibration, outcomes, and employee and manager feedback
Revamp onboarding content and experience for new hires and managers, partnering with People Ops on systems and processes
Build foundational manager development programs covering feedback, coaching, difficult conversations, and performance management
Extend into leadership development and broader learning
Plan the values retreat with an external facilitator and executive sponsor, and carry outcomes into daily work
Assess employee listening and engagement and build an employee listening strategy
Establish talent planning and succession processes

Requirements

What you’ll need

7+ years in talent management, performance, or organizational design roles, including time leading a function or a major part of one
Designed a performance system, including connecting ratings to pay and changing the system after the first cycle
Experience keeping rating and pay systems fair across different currencies, labor markets, and manager quality
Hands-on experience building talent management programs and systems from scratch or close to it in a start-up or scale-up
Systems thinking across ratings, calibration, pay, promotion, and onboarding
Change management experience across different countries and cultures, including demonstrating program adoption
Deep experience in at least two of onboarding, manager development, and employee engagement/listening, plus working experience in the third
Track record of taking over major projects, working through disagreement with senior partners, and influencing without formal authority in a matrixed organization
Judgment and prioritization
Preferred: experience in a mission-driven or international organization, ideally with high-growth commercial or tech experience
Preferred: experience across multiple countries, including sub-Saharan Africa
Preferred: experience with external facilitators, consultants, or vendors
Preferred: comfort using survey, performance, and calibration data
Preferred: exposure to compensation design or total rewards
Preferred: professional French or Portuguese
Availability for at least approximately 3 hours of daily overlap with East Africa Time and meaningful overlap with US Eastern hours
Must be able to work in one of the listed hiring countries through a GiveDirectly entity or established employer of record
GiveDirectly cannot sponsor or take over sponsorship of employment visas in the U.S. or U.K.

Benefits

Comp & perks

Annual benefits stipend: $21,393 in the United States, £2,760 in the United Kingdom, or $8,453 in Kenya
Bonus target: 15%
Approximately 3-4 trips per year, including at least one to a country of operation and one to a key in-person leadership moment
Reasonable accommodations during the application/interview process and for essential job functions
$3,000 referral reward for a Senior Manager or above role, paid if the referral is hired
Inclusive and accessible work environment