Director, Performance & Talent Management

Who We Are

Cross River is a highly profitable, fast-growing financial technology company powering the future of financial services. Our comprehensive suite of innovative and scalable embedded payments, cards, and lending products deliver financial services for millions of businesses and consumers around the globe. Cross River is backed by leading investors and serves the world’s most essential fintech and technology companies. Together with its partners, Cross River is reshaping global finance and financial inclusion. 

We are on a mission to build the infrastructure that propels access, inclusion, and the democratization of financial services. While our company has tripled in size over the last three years, our strong sense of purpose led Cross River to be named to American Banker’s list of Best Places to Work in Fintech for the last 6 years. The reason for this success is simple – our nimble and collaborative family culture lives in every member of our growing team. Together we are at the forefront of technology and innovation, and we invite passionate, collaborative, and motivated high performers to join our expanding team.

What We're Looking For

As a critical member of the People Experience team, the Director of Performance and Talent Management will report to the Head of Talent Management. In this new role, you will collaborate closely with the TM team, HR Business Partners, and business leaders to elevate our approach, processes, and tools related to performance management, talent reviews, succession planning, onboarding, employee recognition, career development, as well as all aspects of employee experience.

Responsibilities:

• Responsible for the design, development, and delivery of the global performance and talent management approach, including performance management, talent reviews, and succession planning for team members at all levels.
• Performance Management
  • Elevate our existing performance management approach; implement strategies to ensure we have a streamlined and formalized process that drives continuous dialogue, meaningful and balanced performance discussions.
  • Design and deliver tools, resources, and training to build both employee and manager skills related to ongoing feedback, performance discussions, challenging conversations, career development, coaching, and stay conversations.
  • Work with our Workday team to develop and share dashboards and other relevant data with HR Business Partners and business leaders to drive transparency, employee success and accountability for both employees and managers
• Talent Reviews & Succession Planning
  • Enhance our talent review and succession planning approach
  • Build guidance, tools and methodologies to ensure thoughtful identification of high potentials and successors as well as follow up and investment in critical talent across the organization through tailored development plans
• Facilitate / support performance and talent calibrations globally
• Collaborate and partner closely with the Talent Management team, HR Business Partners, and critical stakeholders to ensure solutions are aligned to critical business needs and support outcomes from talent reviews and succession planning conversations.
• Employee Experience & Engagement:
  • Develop a portfolio of employee experience initiatives that span the employee lifecycle, including elevating the existing onboarding program
  • Support our Employee Engagement Survey efforts, consulting to leaders in analyzing their results and working collaboratively with their teams to create meaningful action plan
  • Launch pulse surveys as well as annual engagement surveys using the Glint platform
  • Lead life cycle surveys, powered by Glint, to assess the experience of new hires as well as those exiting the organization
  • Design and launch several Employee Recognition programs to celebrate our employees and boost morale
• Career development
  • Enhance existing career development tools and training to empower employees to drive their own development and leverage the 70/20/10 model for career growth
  • Partner with business leaders and HR Business Partners to create career paths for targeted roles
  • Research, design, launch, and oversee a rotational program
• Provide coaching and consultation for leaders throughout the organization on topics such as performance, high performing teams, development and talent retention.
• Drive continuous improvement using a combination of external benchmarking, process discipline, and innovation.

Qualifications:

• 10+ years of relevant work experience designing and delivering high impact and engaging solutions
• Bachelors degree required; Masters in HR / Organizational Development / Behavior / Psychology preferred
• Strong design, facilitation, and program management skills; training in Adult Learning Theory is preferred
• Proven ability to quickly build credibility at all levels of the organization, including with senior leaders
• Proven ability to think strategically, socialize and implement ideas from ideation to evaluation
• Experience juggling multiple competing demands, demonstrating urgency, flexibility and agility as business priorities shift
• Knowledge of systems thinking, along with the ability to think at a global / enterprise view
• Resilient and able to thrive in a fast paced, entrepreneurial environment
• Strong attention to detail with the ability to flex from the strategic level to detailed operational execution and back
• Strong analytical skills, including the ability to interpret complex data (engagement surveys, performance and other metrics) and translate the data into meaningful insights that inform decision making
• Excellent consulting, collaboration, organizational and change management skills
• Ability to thrive in a fast-paced environment with multi-facetted change
• Experience in a fintech, with Workday, and Glint is preferred

Salary Range: $150,000.00 - $175,000.00

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