The Role
Owns talent frameworks for Gap Inc.’s Product-to-Market Transformation, including assessment, selection, calibration, skills taxonomy, career pathing, succession readiness, and organizational launch playbooks. Partners with enterprise HR, HRBPs, Talent Acquisition, Learning & Development, and change management teams to align and implement usable, equitable talent practices. Manages talent technology vendors, facilitates training, and benchmarks external skills-based talent practices.
Summary Generated by Built In
About the RoleGap Inc. is in the midst of a multi-year Product-to-Market (P2M) Transformation, known internally as IndigoX, aimed at modernizing how the company designs, develops, and delivers product across its portfolio of brands. The initiative pairs AI with human-led strategy to build a more agile, responsive, and customer-centric product engine, and spans workstreams across speed-to-market, planning, and inventory optimization.
As the Senior Manager, Talent - Product-to-Market Transformation, you will sit within the IndigoX transformation team's People & Culture function, on the Org & Talent team. Your scope is specific to the employees, functions, and organizations impacted by the P2M transformation. You will own the Talent Journey for this population: the strategic, end-to-end frameworks that govern how impacted talent is assessed, calibrated, selected, and developed as IndigoX builds the future-state organization. You are the architect behind the scenes — HR Business Partners and other HR practitioners will use what you build to make and support real-time decisions in the business, so your frameworks must be as usable as they are rigorous. Because your work touches employees who sit within the broader enterprise, you will partner closely with enterprise HR teams to ensure the frameworks you build are congruent with — not in conflict with — Gap Inc.'s broader talent methodologies.What You'll Do
As the Senior Manager, Talent - Product-to-Market Transformation, you will sit within the IndigoX transformation team's People & Culture function, on the Org & Talent team. Your scope is specific to the employees, functions, and organizations impacted by the P2M transformation. You will own the Talent Journey for this population: the strategic, end-to-end frameworks that govern how impacted talent is assessed, calibrated, selected, and developed as IndigoX builds the future-state organization. You are the architect behind the scenes — HR Business Partners and other HR practitioners will use what you build to make and support real-time decisions in the business, so your frameworks must be as usable as they are rigorous. Because your work touches employees who sit within the broader enterprise, you will partner closely with enterprise HR teams to ensure the frameworks you build are congruent with — not in conflict with — Gap Inc.'s broader talent methodologies.What You'll Do
- 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.
- Own vendor relationships, ensuring skill development and career mobility platforms deliver strong self-service experiences that help employees understand their skills and connect to relevant development — explicitly separate from formal calibration, comp, performance, or placement decisions.
- Partner closely with enterprise HR to ensure frameworks, methodologies, and tools built for the P2M population remain congruent with broader Gap Inc. talent practices, escalating and resolving points of misalignment as needed.
- Partner closely with HR Business Partners and HR practitioners supporting P2M-in scope teams to ensure the frameworks, playbooks, and tools you build are usable and effectively delivered into the business; conduct Train the Trainer sessions to prepare HR partners to execute with confidence.
- Partner with IndigoX Organizational Change Management (OCM) to ensure communications and training tied to IndigoX accurately represent the career and development opportunities available to employees impacted by change.
- Partner with IndigoX Learning & Development to ensure early-career talent programs serving P2M-impacted populations leverage your assessment and placement frameworks in talent decisions.
- Partner with Talent Acquisition to ensure skills frameworks inform hiring decisions and candidate evaluation for roles within the transformation's scope.
- Maintain a strong understanding of typical HR operating models to navigate cross-functional work with ease, and build trusted partnerships across both the IndigoX P&C team and enterprise HR.
- Continuously benchmark external market practices in skills-based talent management and career architecture, refining IndigoX's frameworks to reflect evolving best practices while staying aligned to enterprise direction.
- Bachelor's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, or a related field.
- 5-7 years of experience in talent management, organizational development, or talent strategy, including designing competency models, career architecture, or talent assessment/calibration frameworks.
- Proven experience building skills-based talent frameworks (taxonomy, assessment methodology, career pathing) at scale, ideally within a matrixed, multi-brand, or transformation environment.
- Experience managing external vendor relationships for talent or learning technology platforms.
- 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.
- Ability to navigate and align work within a broader enterprise context — building frameworks for a specific population while ensuring congruence with enterprise-wide talent methodologies.
- Deep understanding of 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.
Skills Required
- Bachelor’s degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, or a related field.
- 5-7 years of experience in talent management, organizational development, or talent strategy.
- Experience designing competency models, career architecture, or talent assessment and calibration frameworks.
- Experience building skills-based talent frameworks, including taxonomies, assessment methodology, and career pathing, at scale.
- Experience working in a matrixed, multi-brand, or transformation environment.
- Experience managing external vendor relationships for talent or learning technology platforms.
- Strong facilitation and stakeholder engagement skills across HRBPs, HR functional teams, and business leaders.
- Ability to align population-specific frameworks with enterprise-wide talent methodologies.
- Deep understanding of HR operating models and how talent frameworks translate into day-to-day people decisions.
- Analytical mindset and experience using data to design and refine talent frameworks with an equity and fairness lens.
- Excellent program and project management skills in an ambiguous, fast-paced environment.
Gap (gapinc.com). Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Gap (gapinc.com). and has not been reviewed or approved by Gap (gapinc.com)..
-
Healthcare Strength — Comprehensive medical, dental, and vision coverage is offered, alongside programs that support physical, mental, and financial wellbeing. Feedback suggests eligible employees can also leverage tools like FSAs and additional wellbeing resources.
-
Leave & Time Off Breadth — Paid time off, company-paid holidays, and multiple leave options (sick, disability, and family leave) create broad time-away coverage. Some roles start with substantial PTO accrual and can access flexible leave arrangements.
-
Wellbeing & Lifestyle Benefits — A generous cross-brand merchandise discount is a standout perk, complemented by commuter benefits, on-the-clock volunteer hours, and matching donations. Feedback suggests these lifestyle benefits add meaningful value beyond base pay.
Gap (gapinc.com). Insights
Am I A Good Fit?
Get Personalized Job Insights.
Our AI-powered fit analysis compares your resume with a job listing so you know if your skills & experience align.
Success! Refresh the page to see how your skills align with this role.
The Company
What We Do
In 1969, Don and Doris Fisher opened the first Gap store on Ocean Avenue in San Francisco. They wanted to make it easier to find a great pair of jeans, and they did. Their denim and records store was a hit, and it grew to become one of the world’s most iconic brands. Today we’re represented in more than 1400 stores in over 40 countries, and online. We have headquarters in New York, London, Shanghai, Tokyo, and, of course, San Francisco. Our unique aesthetic is optimistic cool, elevated American style. Our clothes are crafted with care, with focused attention to thoughtful design. We believe in staying true to our heritage while creating what’s next. Don and Doris Fisher always wanted to “do more than sell clothes.” They wanted to support the people who ran their company, to be active in their communities, and to have a positive impact on the world. Their vision helped transform retail, and we’re still following their lead. We stand for freedom and possibility for all; we champion diverse ideas that transcend generations, geographies and genders.
