Senior Manager, Talent Management & Organizational Development
for each section heading. Use - for lists. Use
for prose.
We must preserve all substantive information, not invent or summarize away detail. Remove boilerplate like EEO, accommodations, etc. Also remove navigation, cookie, legal, etc. Also remove duplicated lines.
We need to extract content.
Let's parse the posting.
First paragraph: "Chainalysis is hiring a Senior Manager, Talent Management & Organizational Development to own the programs, processes, and resources that drive talent quality across the company. You will report to the VP of People. This is a high-impact IC role. Some foundations are already in place. A performance review cycle runs today, and your job is to assess it, sharpen it, and raise the bar on how ratings, calibration, and reviews work in practice. Other programs, to support top talent development do not exist and this role has an opportunity to create lasting programs from scratch. In both cases, you will present recommendations to the People Leadership Team, get alignment on direction, and then execute. A core part of this role is making other people effective. You will create the playbooks, toolkits, and training that HR Business Partners and people managers at every level need to run great talent processes without heavy central support. You build the content. You run delivery. You measure whether it lands. The right person brings strong practices from a consulting background or a large, well-structured organization, but does not try to copy-paste them. Chainalysis is a growth-stage company where priorities shift, ambiguity is normal, and the ability to adapt matters more than a perfect framework. You work iteratively, move fast, and stay grounded in data."
Then "In This Role, You’ll" bullet list: Evaluate and improve the existing performance review cycle, including goal setting, mid-year check-ins, annual reviews, ratings, and calibration. Build the supporting materials (manager guides, calibration toolkits, talking points, FAQs) that make the process work at all levels. Partner with People Analytics to track completion rates, rating distributions, and other indicators of process health. Use data to drive cycle-over-cycle improvement. Partner with HRBPs and business leaders to ensure that the organization has a high talent delivery model. Build the succession planning program for critical roles: readiness assessments, development plans, and pipeline visibility for leadership, including designing and running the organization’s talent mapping process, assessment methodology (9-box or equivalent), criteria, and cadence. Create the frameworks that make talent conversations consistent, data-informed, and actionable across business units. Identify frameworks to address retention risks for high-impact contributors and recommend targeted interventions. Work with HRBPs and business leaders to roll out and integrate into ongoing talent conversations. Develop the content library that HRBPs need to operate as strategic talent advisors: playbooks, templates, facilitation guides, and one-pagers. Create enablement resources for people managers at all levels: how to set goals, give feedback, run development conversations, assess talent, and navigate the review cycle. Run train-the-trainer sessions, workshops, and office hours to build capability across HRBPs and managers. Translate talent strategy into practical tools people can use independently. Pick up L&D programming where it connects to talent and performance outcomes: leadership development, manager effectiveness, and high-potential acceleration. Identify capability gaps through performance data, engagement results, and business priorities. Recommend targeted interventions. Partner with external vendors and internal subject matter experts to curate or build development content where gaps exist. Advise on team effectiveness, organizational design, and change management as the company scales. Bring an OD lens to talent programs to make sure they reinforce the culture and operating model Chainalysis is building. Bring data, options, and clear recommendations to the People Leadership Team for key decisions on talent philosophy, program design, and process changes. Facilitate discussions that lead to aligned decisions. Then own the execution. Keep PLT informed on program outcomes, risks, and what is and is not working.
Then "We’re Looking For Candidates Who Have 5-8 years in talent management and organizational development with meaningful time spent building or redesigning talent programs (not only administering existing ones). You may have led or been part of an L&D organization, but if you are principally a training designer or facilitator, this role will not be a fit."
Then bullet list of traits: Critical thinking: you review, assess, and define based on first principles. You are curiosity-led and self-directed, anticipating the organization’s needs versus waiting to have them defined for you. Building with agility: you are comfortable with ambiguity. You can take a vague problem, structure it, propose a path forward, and ship something useful before you have every answer. You work iteratively. You ship a minimum viable version, gather feedback, and improve. When priorities shift, you adjust without losing momentum. Enablement driven: you think about adoption, not just design. You have a track record in adult-learning and programs that flex to the audience. When you build something, you build the training, the resources, and the feedback loop that make it relevant and sticky. Metrics orientation: you default to measuring outcomes. You are comfortable with people analytics, dashboards, and making a case with data. You create with data and AI as tools, not the other way around. Communication: clear, direct communicator. You can present options to a leadership team, facilitate a calibration session, and write a one-page toolkit with equal skill. Workday fluency: experience working in Workday for talent and performance processes.
Then "Nice To Have Experience Background in human capital management consulting (EY, Deloitte, or comparable) and/or OD design at talent dense organizations who have scaled. Experience at a technology company during a period of rapid growth or organizational change. Coaching certification, OD certification, or advanced degree in I/O Psychology, Organizational Development, or a related field. Familiarity with succession planning, including talent assessment, career pathing frameworks, and competency models (e.g. 9-box). Track record of using AI-enabled authoring tools in enablement and curriculum development."
Then AI at Chainalysis paragraph (some fluff). Then About Chainalysis paragraph (mission). Then diversity statement. Then accommodation line. Then "Compensation Range: $140K - $190K".
We need to output sections.
About the role: Could be the initial paragraph describing the role (first paragraph). Might also include the "In This Role, You’ll" as Responsibilities. So About the role: maybe a summary: "Chainalysis is hiring a Senior Manager, Talent Management & Organizational Development to own the programs, processes, and resources that drive talent quality across the company. You will report to the VP of People. This is a high-impact IC role. Some foundations are already in place. A performance review cycle runs today, and your job is to assess it, sharpen it, and raise the bar on how ratings, calibration, and reviews work in practice. Other programs, to support top talent development do not exist and this role has an opportunity to create lasting programs from scratch. In both cases, you will present recommendations to the People Leadership Team, get alignment on direction, and then execute. A core part of this role is making other people effective. You will create the playbooks, toolkits, and training that HR Business Partners and people managers at every level need to run great talent processes without heavy central support. You build the content. You run delivery. You measure whether it lands. The right person brings strong practices from a consulting background or a large, well-structured organization, but does not try to copy-paste them. Chainalysis is a growth-stage company where priorities shift, ambiguity is normal, and the ability to adapt matters more than a perfect framework. You work iteratively, move fast, and stay grounded in data."
That seems fine.
Responsibilities: The bullet list under "In This Role, You’ll". We'll convert each sentence into
- . Ensure we keep all details.
Requirements: The "We’re Looking For Candidates Who Have 5-8 years..." paragraph plus the bullet list of traits (critical thinking, building with agility, enablement driven, metrics orientation, communication, Workday fluency). Those are must-haves.
Qualifications: Nice-to-have items: background in HCM consulting, experience at tech company rapid growth, coaching/OD certification or advanced degree, familiarity with succession planning, track record using AI-enabled authoring tools.
Skills: Could be overlapping; but we might put specific skills like "Workday fluency", "people analytics", "data-driven", "adult learning", "facilitation", etc. However we already have those in requirements. Perhaps we can separate: Requirements = years experience + core competencies; Qualifications = nice-to-have; Skills = specific technical skills like Workday, people analytics, AI-enabled authoring tools, etc. But we must not invent. Let's see: The posting mentions "Workday fluency: experience working in Workday for talent and performance processes." That's a skill. Also "people analytics, dashboards". Also "AI-enabled authoring tools". Also "adult-learning". Also "facilitation". Also "communication". We could put those under Skills.
But we need to avoid duplication. The instruction: "Prefer a few substantive sections over many thin ones." So maybe we combine Requirements and Qualifications into one section? But headings are prescribed; we can omit sections if no real specific content. We need to include sections only when posting has real specific content. So we need to decide which sections have content.
We have content for About the role, Responsibilities, Requirements (must-have), Qualifications (nice-to-have), Skills (maybe we can list specific skills like Workday, people analytics, AI-enabled authoring tools, adult learning, facilitation). Pay: we have compensation range. Benefits: none. Schedule: none.
Thus we will output sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Pay.
We must not include Benefits or Schedule.
Now we need to ensure we don't include filler like "commensurate with experience". Not present.
We need to preserve all substantive information. Let's extract details precisely.
About the role paragraph: We'll copy the first paragraph up to "stay grounded in data." That is the first paragraph before "In This Role, You’ll". Let's verify: The text: "Chainalysis is hiring a Senior Manager, Talent Management & Organizational Development to own the programs, processes, and resources that drive talent quality across the company. You will report to the VP of People. This is a high-impact IC role. Some foundations are already in place. A performance review cycle runs today, and your job is to assess it, sharpen it, and raise the bar on how ratings, calibration, and reviews work in practice. Other programs, to support top talent development do not exist and this role has an opportunity to create lasting programs from scratch. In both cases, you will present recommendations to the People Leadership Team, get alignment on direction, and then execute. A core part of this role is making other people effective. You will create the playbooks, toolkits, and training that HR Business Partners and people managers at every level need to run great talent processes without heavy central support. You build the content. You run delivery. You measure whether it lands. The right person brings strong
for prose. We must preserve all substantive information, not invent or summarize away detail. Remove boilerplate like EEO, accommodations, etc. Also remove navigation, cookie, legal, etc. Also remove duplicated lines. We need to extract content. Let's parse the posting. First paragraph: "Chainalysis is hiring a Senior Manager, Talent Management & Organizational Development to own the programs, processes, and resources that drive talent quality across the company. You will report to the VP of People. This is a high-impact IC role. Some foundations are already in place. A performance review cycle runs today, and your job is to assess it, sharpen it, and raise the bar on how ratings, calibration, and reviews work in practice. Other programs, to support top talent development do not exist and this role has an opportunity to create lasting programs from scratch. In both cases, you will present recommendations to the People Leadership Team, get alignment on direction, and then execute. A core part of this role is making other people effective. You will create the playbooks, toolkits, and training that HR Business Partners and people managers at every level need to run great talent processes without heavy central support. You build the content. You run delivery. You measure whether it lands. The right person brings strong practices from a consulting background or a large, well-structured organization, but does not try to copy-paste them. Chainalysis is a growth-stage company where priorities shift, ambiguity is normal, and the ability to adapt matters more than a perfect framework. You work iteratively, move fast, and stay grounded in data." Then "In This Role, You’ll" bullet list: Evaluate and improve the existing performance review cycle, including goal setting, mid-year check-ins, annual reviews, ratings, and calibration. Build the supporting materials (manager guides, calibration toolkits, talking points, FAQs) that make the process work at all levels. Partner with People Analytics to track completion rates, rating distributions, and other indicators of process health. Use data to drive cycle-over-cycle improvement. Partner with HRBPs and business leaders to ensure that the organization has a high talent delivery model. Build the succession planning program for critical roles: readiness assessments, development plans, and pipeline visibility for leadership, including designing and running the organization’s talent mapping process, assessment methodology (9-box or equivalent), criteria, and cadence. Create the frameworks that make talent conversations consistent, data-informed, and actionable across business units. Identify frameworks to address retention risks for high-impact contributors and recommend targeted interventions. Work with HRBPs and business leaders to roll out and integrate into ongoing talent conversations. Develop the content library that HRBPs need to operate as strategic talent advisors: playbooks, templates, facilitation guides, and one-pagers. Create enablement resources for people managers at all levels: how to set goals, give feedback, run development conversations, assess talent, and navigate the review cycle. Run train-the-trainer sessions, workshops, and office hours to build capability across HRBPs and managers. Translate talent strategy into practical tools people can use independently. Pick up L&D programming where it connects to talent and performance outcomes: leadership development, manager effectiveness, and high-potential acceleration. Identify capability gaps through performance data, engagement results, and business priorities. Recommend targeted interventions. Partner with external vendors and internal subject matter experts to curate or build development content where gaps exist. Advise on team effectiveness, organizational design, and change management as the company scales. Bring an OD lens to talent programs to make sure they reinforce the culture and operating model Chainalysis is building. Bring data, options, and clear recommendations to the People Leadership Team for key decisions on talent philosophy, program design, and process changes. Facilitate discussions that lead to aligned decisions. Then own the execution. Keep PLT informed on program outcomes, risks, and what is and is not working. Then "We’re Looking For Candidates Who Have 5-8 years in talent management and organizational development with meaningful time spent building or redesigning talent programs (not only administering existing ones). You may have led or been part of an L&D organization, but if you are principally a training designer or facilitator, this role will not be a fit." Then bullet list of traits: Critical thinking: you review, assess, and define based on first principles. You are curiosity-led and self-directed, anticipating the organization’s needs versus waiting to have them defined for you. Building with agility: you are comfortable with ambiguity. You can take a vague problem, structure it, propose a path forward, and ship something useful before you have every answer. You work iteratively. You ship a minimum viable version, gather feedback, and improve. When priorities shift, you adjust without losing momentum. Enablement driven: you think about adoption, not just design. You have a track record in adult-learning and programs that flex to the audience. When you build something, you build the training, the resources, and the feedback loop that make it relevant and sticky. Metrics orientation: you default to measuring outcomes. You are comfortable with people analytics, dashboards, and making a case with data. You create with data and AI as tools, not the other way around. Communication: clear, direct communicator. You can present options to a leadership team, facilitate a calibration session, and write a one-page toolkit with equal skill. Workday fluency: experience working in Workday for talent and performance processes. Then "Nice To Have Experience Background in human capital management consulting (EY, Deloitte, or comparable) and/or OD design at talent dense organizations who have scaled. Experience at a technology company during a period of rapid growth or organizational change. Coaching certification, OD certification, or advanced degree in I/O Psychology, Organizational Development, or a related field. Familiarity with succession planning, including talent assessment, career pathing frameworks, and competency models (e.g. 9-box). Track record of using AI-enabled authoring tools in enablement and curriculum development." Then AI at Chainalysis paragraph (some fluff). Then About Chainalysis paragraph (mission). Then diversity statement. Then accommodation line. Then "Compensation Range: $140K - $190K". We need to output sections. About the role: Could be the initial paragraph describing the role (first paragraph). Might also include the "In This Role, You’ll" as Responsibilities. So About the role: maybe a summary: "Chainalysis is hiring a Senior Manager, Talent Management & Organizational Development to own the programs, processes, and resources that drive talent quality across the company. You will report to the VP of People. This is a high-impact IC role. Some foundations are already in place. A performance review cycle runs today, and your job is to assess it, sharpen it, and raise the bar on how ratings, calibration, and reviews work in practice. Other programs, to support top talent development do not exist and this role has an opportunity to create lasting programs from scratch. In both cases, you will present recommendations to the People Leadership Team, get alignment on direction, and then execute. A core part of this role is making other people effective. You will create the playbooks, toolkits, and training that HR Business Partners and people managers at every level need to run great talent processes without heavy central support. You build the content. You run delivery. You measure whether it lands. The right person brings strong practices from a consulting background or a large, well-structured organization, but does not try to copy-paste them. Chainalysis is a growth-stage company where priorities shift, ambiguity is normal, and the ability to adapt matters more than a perfect framework. You work iteratively, move fast, and stay grounded in data." That seems fine. Responsibilities: The bullet list under "In This Role, You’ll". We'll convert each sentence into