Senior Manager of Talent Management

Responsibilities

The People team helps Affirmers cultivate a high-performing, inclusive organization

We focus on three core areas: attracting talent aligned to our mission, enabling growth through people and team development, and retaining employees through thoughtful experiences and rewards

We develop Affirms people programs and systems to create a workplace where all employees can thrive and contribute meaningfully. By investing in our people, we create a long-term advantage for the business

Affirms Talent Management team designs and evolves the practices, frameworks, and talent routines that create clarity around performance, growth, potential, and opportunity across the organization

Our work spans performance management, talent planning, career development, and other core talent practices that help connect talent decisions with evolving business needs

We partner closely with leaders and cross-functional teams to evolve thoughtful, scalable approaches that support consistent talent decisions, strengthen organizational capability, and ensure our talent practices continue to grow alongside the business over time

Define and evolve Affirms career philosophy, creating a clear and cohesive approach to how employees grow, build skills, and navigate career opportunities across the company

Architect enterprise-wide career frameworks and practices, including internal mobility, career pathing, and tools that enable more transparent and consistent talent decisions

Establish forward-looking talent strategies that connect career growth to evolving business capabilities, workforce planning, and long-term organizational needs

Partner with senior leaders and cross-functional stakeholders to shape alignment on complex talent topics, influencing decisions through insight, strong judgment, and thoughtful recommendations

Develop and integrate mechanisms (e.g., success profiles and related frameworks) that clarify expectations for growth and support more consistent approaches to development and talent decisions

Drive intentional change management strategies that help leaders and employees adopt new ways of thinking about careers, growth, and mobility at Affim

Benefits

Compensation: We have a simple, flexible, and transparent remote-first compensation structure so you can make the best decisions for yourself and your family

Spending Wallets: Access tech, food, lifestyle, and family planning wallets for your expenses

Supportive Communities: Get involved with our employee resource groups and community groups

Remote-first Workforce: If your role is remote, you can set up shop anywhere in your home country

Generous Time Off: Take the time you need when life happens

Health Benefits: Get a plan that fits your needs

Mental Healthcare: Take care of your mind with great mental health programs

Parental Leave: Birth and non-birth parents get 18 weeks’ paid leave. Plus, a 4-week return-to-work transition program, at full base pay

Away Days: We offer 20 company-wide paid days off—which help our teams collectively pause to recharge

Learning & Development: Engage in exciting learning programs to level up your growth

Qualifications

You are a strategic and forward-thinking talent practitioner who shapes how growth and careers evolve at Affim—building purpose-built, scalable approaches that connect employee development with the future needs of the business

You are a strategic and influential talent practitioner who brings clarity to complex organizational challenges and helps shape thoughtful, evolving approaches to careers and growth at Affim

A proactive, adaptable, and collaborative approach, with a commitment to building transparent and inclusive talent practices that support meaningful employee growth

Strong organizational judgment and problem-solving skills, with the ability to navigate competing priorities and make thoughtful, balanced recommendations

Experience leading organization-wide change efforts, including introducing thoughtful, iterative approaches that balance long-term vision with organizational readiness and adoption

Strong strategic and conceptual thinking skills, with the ability to bring clarity and structure to ambiguous challenges and translate ideas into scalable approaches

Demonstrated ability to influence and build alignment with senior and executive leaders on complex, evolving talent topics

Ability to operate effectively across cross-functional partners and stakeholders, building trust and momentum in complex environments

Proven experience designing and evolving enterprise talent strategies related to careers, internal mobility, career frameworks, workforce capability planning, or organizational growth

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