Senior Manager, Talent & Employee Experience

About Us: ProShares now offers one of the largest lineups of ETFs, with over $100 billion in assets. The company is a leader in strategies such as crypto, dividend growth, interest rate hedged bond and geared (leveraged and inverse) ETF investing. ProShares continues to innovate with products that provide strategic and tactical opportunities for investors to manage risk and enhance returns.

Position Summary: The Senior Manager, Talent Employee Experience shapes how ProShares develops, retains, and engages its people — from a new hire's first week to a leader's long-term growth path. This is not a role for someone who designs large-scale programs from a distance. It is for someone who thinks holistically about the employee experience, gets into the work directly, and builds practical solutions that fit a ~175-person financial services firm.

As a trusted partner to the CHRO, this role has real scope: building and evolving the firm's talent framework, shaping succession planning, strengthening how managers develop their teams, and ensuring that onboarding, performance, and engagement are thoughtfully connected — not siloed processes. About half of the work involves building from scratch; the other half involves improving what already exists. Both require someone who can operate at the level of strategy and execution simultaneously.

This is an individual contributor role. There is no team to delegate to. The right candidate brings enough experience to set direction and enough drive to do the work personally.

What You’ll Be Responsible For [1] Partner with the CHRO to build and evolve the firm's talent framework — including talent reviews, succession planning structure, and the tools and processes that support them. This is foundational work, not maintenance. Shape the employee experience across the full lifecycle: how employees are developed, how performance is assessed, differentiated, and calibrated, how managers are equipped to lead, and how engagement is sustained over time.

Build and run a meaningful onboarding experience that sets employees up for early success — going beyond logistics to ensure new hires understand the culture, the business, and what good looks like at ProShares. Lead the performance management cycle end-to-end — timelines, tools, manager guidance, and follow-through — ensuring it is consistently applied and actually useful, not just completed. Strengthen manager capability through targeted coaching, feedback tools, and development support.

This means working directly with managers, not just building content for them. Assess learning needs across the organization and develop focused, practical solutions — whether a targeted learning initiative, a structured resource, or a process improvement. Support and coordinate employee engagement and DEI initiatives, ensuring they are integrated into the broader employee experience rather than treated as standalone programs.

Manage the HR talent calendar, keeping key processes and initiatives on track across the employee lifecycle. Leverage Paylocity to support performance tracking, development planning, and talent reporting. Manage LinkedIn Learning and the LMS platform — driving relevance and adoption — as one tool among many in service of a broader development strategy.

What Sets This Role Apart: Genuine ownership of the talent and employee experience agenda at a firm where HR has executive support and real credibility. Direct partnership with the CHRO on foundational work — talent framework, succession planning, and the infrastructure that makes development stick. A role where your thinking shapes the experience of every employee, not just the participants in a training program.

Broad scope across onboarding, performance, talent, engagement, and manager development — without the bureaucracy of a large organization slowing you down. Roughly half of the work is building something new. If you want to inherit a finished function and run it, this is not the right role.