• Own the vision and architecture for Company onboarding across all functions and levels • Own and evolve full-cycle onboarding programs, from pre-boarding through the first 30, 60, 90 days, ensuring a consistent and high-quality experience for new hires • Design performance based frameworks that define what success looks like at 30/60/90 days • Equip managers with the guidance, expectations, and tools needed to effectively onboard new team members. • Establish new hire feedback loops and continuous improvement cycles • Develop and maintain manager-facing toolkits, playbooks, and resources • Partner with People Ops on seamless logistics execution • Design and deliver manager fundamentals programming • Create practical tools for feedback, performance management, and coaching • Embed leadership expectations grounded in company values • Partner with PBPs to address capability gaps surfaced in talent reviews • Build scalable enablement (toolkits, playbooks, workshops, async resources) • Support calibration and talent review processes • Build resources that clarify “what great looks like” by role and level • Partner on promotion and performance cycles to reinforce clarity • Embed talent insights into operating rhythms alongside business reviews • Design success metrics for onboarding and manager effectiveness • Track new hire ramp time, retention, engagement and feedback • Assess manager capability by performance outcomes • Use data to iterate and improve programs