Culture and Capabilities Manager

About the Role

The Culture & Capability Manager will own the day-to-day work of scaling our culture and building the capabilities we need for what’s next. Reporting to the Program Lead, Org Effectiveness, you'll turn strategy into work people actually experience, shaping and delivering learning and culture programs company-wide. You’ll partner closely with teams across the organization to ensure our learning and culture keep pace with our mission.

What We Stand For

• One Team: We align ourselves to goals, not departments. We bring together the right people with the right context to solve problems holistically and orient ourselves around customer problems together.
• Skeptical about everything, precious about nothing: Ideas can come from anywhere, and we proactively source input. We talk to customers regularly and change course quickly if there’s a better way.
• Customer journey in all decisions: We ensure every interaction sets customers up for success, drives long-term retention, and addresses problems early and proactively.
• Execute for Impact: We focus on being the best we can be, not on benchmarks or rigid role expectations. Acquisition, for example, is hyper-focused on improving customer retention and experience.
• Focused and work without assumption: We treat everything beyond our goals as hypotheses to validate. We work in sequence, prioritizing the most important hypothesis and adjusting based on new information.

Responsibilities

• Bring our learning and capability experiences to life:
  • Build and maintain intake, templates, trackers, and rhythms to keep learning programs moving and visible at company scale.
  • Own learning delivery end-to-end: planning, scheduling, logistics, and communications, ensuring every session lands effectively.
  • Product-manage our learning experience platform (LMS), including enrollment, content management, learner communications, and reporting.
  • Shape the approach and build materials (pre/post-session work, facilitation decks, tip sheets, workbooks) to make learning stick, and facilitate sessions yourself.
• Scale our culture for the long run:
  • Build culture programming from scratch and roll it out company-wide, partnering with Employee Experience to make our mission and ethos visible in everyday moments (e.g., storytelling series, leadership Q&As, internal podcast, TFD history archive).
  • Embed cultural expectations into processes like onboarding and performance enablement so our values show up in practice.
  • Partner with the Program Lead on employee listening loops to keep a pulse on org needs and build them into the culture programming roadmap.

Requirements

• 5+ years of experience in learning and development, talent management, people programs, or employee experience, including standing up programs that changed what people know or do.
• Deep understanding of how people learn, with the ability to explain why a program is designed a certain way (format, sequence, practice, follow-up) and how to measure its success.
• Curiosity about how people grow through change and new experiences.
• Eye for design, including both the structure and aesthetics of an experience. Attention to detail in creating cohesive experiences for your audience.
• Builder and producer mindset: you enjoy shaping what you create and take pride in its execution.
• Clear communicator who can distill complex ideas into concise, actionable messages (e.g., program communications, trainings, company-wide notes, recommendations).
• Fluent with data and tools: you can pull participation and feedback data, analyze it, and act on it. You use AI to streamline busywork so you can focus on high-impact tasks.
• Empathy for the team’s experience and ability to build cross-group relationships to make ambitious work possible.
• Ownership mindset in a fast-moving, ambiguous environment. You prioritize well, manage multiple projects without dropping details, and proactively seek out the next challenge.
• Love for dogs!

Schedule

This is an in-office role requiring 4–5 days per week in our SoHo office to foster collaboration and engagement. This policy is subject to change at the company’s discretion.

Benefits

• Dog-friendly office in SoHo.
• Market-competitive compensation and equity packages.
• Comprehensive healthcare, dental, and vision coverage.
• Company-supported mental health benefits.
• 12 weeks of paid parental leave.
• Competitive 401k plan with company match.
• Flexible PTO.
• Discounted fresh food for your pup.
• Pet interruptions during meetings are encouraged!

Pay

The anticipated hiring base compensation range for this role is $95,000–$115,000 USD annually (NYC market data). For candidates outside NYC, the range may vary based on local market data. The compensation package includes base salary, equity ownership in the company, and additional benefits. More details about equity value will be shared at the time of offer.

Our Belonging Philosophy

At TFD, belonging means creating a workplace where every person feels respected, valued, and empowered to be themselves. We anchor this in the phrase, “Everyone’s welcome at the dog park.” No matter your background, identity, or role, there’s space for you here. Belonging is about contributing your voice, growing through challenges, and building trust through shared goals.

This philosophy guides how we lead, hire, communicate, and grow. We continuously evaluate our practices—from hiring to performance reviews to talent development—to ensure a consistent experience. Belonging also happens in everyday moments: lunch with a new teammate, a shared laugh, or a quick story about your weekend. Our structure includes biannual employee surveys, manager training, TFD camps, and support from our People team to ensure we’re listening and learning.