Hiring: Sr. Manager, Talent - Product to Market Transformation Company: Gap Inc. Location: San Francisco, CA Job Posted Time: 2026-09-03 11:00:52 Target Skills & Keywords : Agile, Change Management, Linear, Project Management About the job Experience: •5-7 years of experience in talent management, organizational development, or talent strategy, including designing competency models, career architecture, or talent assessment/calibration frameworks. •7 years of experience in talent management, organizational development, or talent strategy, including designing competency models, career architecture, or talent assessment/calibration frameworks. Required Skills: •Design and maintain the end-to-end talent assessment and selection framework for P2M-impacted populations — the playbooks, tools, and calibration methodology used to evaluate, calibrate, and place talent across hiring, promotion, and new-organization standups within IndigoX. •Build a repeatable “org launch” playbook that applies consistent talent assessment and placement practices every time a new function or organization is stood up under IndigoX. •Define the skills taxonomy/ontology for P2M-impacted roles — the skills that underpin career pathing, assessment, and mobility for this population — ensuring alignment with any enterprise-wide skills frameworks already in use. •Design and disseminate the end-to-end career pathing architecture for employees impacted by the transformation: the guidelines, guardrails, and frameworks that give them a clear line of sight into how they can grow and move as their roles evolve. •Build and maintain calibration methodology (e.g., performance/potential-style talent reviews) that ensures consistent, defensible talent decisions for IndigoX-impacted populations, aligned with enterprise talent review practices. •Design bench-readiness frameworks that identify succession candidates and assess development needs within P2M-impacted functions, feeding bench planning decisions. •Incorporate dual-track and non-linear career models (e.g., individual contributor vs. people-manager paths, lateral moves) into the career pathing architecture to reflect the range of ways impacted employees grow. •Build fairness and bias-mitigation principles into the design of all assessment, calibration, and career pathing tools to ensure talent decisions are equitable and defensible. Qualifications: •Bachelor's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, or a related field. •Proven experience building skills-based talent frameworks (taxonomy, assessment methodology, career pathing) at scale, ideally within a matrixed, multi-brand, or transformation environment. •Strong facilitation and stakeholder engagement skills, with the ability to build trust and influence across HRBPs, HR functional teams, and business leaders who will deliver what you design. •Demonstrated capacity to navigate and align work within a broader enterprise context — building frameworks for a specific population while ensuring congruence with enterprise-wide talent methodologies. •Comprehensive expertise in HR operating models and how talent frameworks translate into day-to-day people decisions. •Analytical mindset with experience using data to design and refine talent frameworks, balanced with a strong equity/fairness lens for high-stakes people decisions. •Excellent program and project management skills, with the ability to manage multiple concurrent framework builds in an ambiguous, fast-paced environment. Compensation: •$155,500 - $202,200 / year •One of the most competitive Paid Time Off plans in the industry Interested candidates, please apply directly through the job posting on company's career page or try via AI auto apply on this platform. Don't miss this opportunity to join a forward-thinking team!