Talent Management Senior Manager

As Marqeta’s Talent Management Senior Manager you will operate at a strategic and systems level—focusing on building and continuously improving a set of high-impact, interconnected talent programs (e.g., performance management, succession, and leadership development). You will design programs that drive measurable impact and evolve them based on data, insights, and feedback from the business.

You will bring modern, forward-thinking talent practices that move us beyond traditional, compliance-driven processes—creating experiences that are intuitive, valuable, and embraced by the business.

You will partner closely with People Business Partners (PBPs), who are responsible for implementation and sharing insights from the business. Success requires strong influence, prioritization, and iteration—ensuring programs are not only well-designed, but practical and effective in real-world application.

We are committed to how talent fuels business performance. This role will lead the design and evolution of core talent systems that raise the bar on leadership, performance, and growth across the organization.

We work Flexible First. This role can be performed remotely anywhere within the United States or from our Oakland office. We’d love for you to join us!

Lead the design and evolution of a cohesive talent system, with primary ownership across:

• Performance & Growth
• Succession & Talent Planning
• Leadership Expectations & Success Profiles

For these areas, you will:

• Design modern, business-relevant frameworks and tools
• Ensure programs are simple, high-impact, and usable by leaders
• Provide clear guidance and resources for PBPs to implement effectively
• Gather feedback and insights from PBPs and leaders to continuously refine
• Define and track key metrics to assess effectiveness and outcomes

• Evolve career pathways, development approaches, and experience-based growth models over time
• Introduce improvements iteratively based on business needs and capacity
• Partner with PBPs and leaders to ensure relevance and adoption

• Partner with PBPs to identify patterns and systemic opportunities related to org effectiveness
• Contribute frameworks and insights (vs. owning all OD interventions end-to-end)
• Support alignment of talent systems with how the organization operates

• Define success metrics for core talent programs and track outcomes over time
• Establish simple, clear reporting to assess effectiveness (e.g., performance differentiation, bench strength, mobility)
• Synthesize qualitative and quantitative insights from PBPs, leaders, and employees
• Continuously iterate to improve impact, adoption, and simplicity
• Bring a strong program management approach to prioritize, sequence, and deliver work effectively

• Operate as a thought partner to senior leaders and PBPs
• Bring a strong point of view on modern talent practices while staying grounded in business needs
• Influence without direct ownership of execution
• Translate talent strategy into clear, compelling narratives and tools
• Balance strategy and execution by focusing on what matters most and sequencing the work

• 6–10+ years of experience in talent management, organizational development, or related disciplines
• Proven experience designing and evolving core talent programs (e.g., performance, succession, leadership frameworks)
• Strong program management skills with the ability to prioritize and deliver across multiple initiatives
• Demonstrated ability to measure and improve the impact of talent strategies
• Experience partnering closely with PBPs or equivalent roles
• Strong point of view on modern talent practices, with the ability to apply them pragmatically
• Exceptional influencing and communication skills, including executive-level storytelling
• Ability to operate in ambiguity and build iteratively

• A set of focused, high-impact talent systems that are clear and consistently applied
• Talent programs that are valued and used by the business—not seen as HR processes
• PBPs are equipped and enabled to effectively implement talent strategies
• Improved bench strength and visibility into succession for key roles
• Increased clarity and consistency in leadership expectations
• Clear evidence that talent programs are driving better business and talent outcomes
• A strong foundation in place to expand and evolve the talent strategy over time

• Sylvia Mahlebjian, Senior Director, Talent Development 

• Application Submission
• Recruiter video call
• Hiring manager video call
• Virtual “Onsite” consisting of 4-5, 45 min calls
• Offer!