Senior Talent Manager, Studs
$125-155k
3+ days a week in office
Piercing studio
Job no longer available
Piercing studio
201-500 employees
Job no longer available
$125-155k
3+ days a week in office
201-500 employees
Company mission
To become the most trusted national authority in Earscaping®.
Role
Who you are
- 6+ years of experience in Talent Management, People Programs, HRBP (development-focused), Organizational Effectiveness, or PMO/Project Management within a People team
- Experience running or supporting performance cycles, talent reviews, succession planning, or workforce planning
- Comfort interpreting talent data and building simple dashboards or trackers; strong analytical literacy
- Strong project management capability — able to build structure, manage timelines, and coordinate complex cross-functional work
- Excellent writing and synthesis skills; able to translate talent signals into actionable recommendations
- Highly organized, detail-oriented, and comfortable operating in fast-paced and ambiguous environments
- Experience supporting multi-site or operational functions preferred; retail not required
- Proficiency with HRIS, Google Workspace, and lightweight reporting tools (Sheets, dashboards)
- Based in NYC and able to work onsite 3 days/week
What the job involves
- The Senior Talent Manager operates Studs’ company-wide talent infrastructure. This role maintains and evolves the systems that support performance management, leveling, internal mobility, workforce planning, and organizational structure across both Retail and HQ teams
- They also serve as the People Team’s program manager for talent-related initiatives — driving planning, sequencing cross-functional work, and ensuring predictable execution across People Operations, Retail Training, Piercing Education, Recruiting, and business leaders
- This role is ideal for someone who has operated in People Operations, Talent Programs, HRBP (development-focused), or People PMO roles and is ready for expanded ownership. It is particularly suited for someone who brings strong systems thinking, disciplined program management, and the ability to translate talent data and signals into clear, actionable guidance for leadership
- Maintain and evolve Studs’ performance, leveling, role clarity, and internal mobility frameworks, ensuring consistent application across Retail and HQ
- Lead mid-year and annual performance cycles — including planning, calibration coordination, resource/toolkit development, system updates, and reporting
- Build and maintain guidance materials (e.g., calibration templates, readiness rubrics, promotion criteria, role expectation summaries)
- Ensure expectations, processes, and tools are clear for all managers and leaders across teams
- Partner with Finance and People Ops to ensure alignment between leveling, cost modeling, and organizational design needs
- Maintain a company-wide view of bench strength, leadership readiness, and capability gaps, incorporating inputs from RMs, department leaders, and People Ops
- Build and update workforce planning dashboards and trackers (e.g., readiness maps, time-to-readiness grids, skill progression indicators)
- Partner with Recruiting, People Ops, and business leaders on internal mobility, promotion timing, and leadership pipeline planning
- Provide concise, data-backed summaries that surface patterns, risks, and recommended actions for leadership decision-making
- Support annual org planning processes (e.g., headcount validation, role architecture, talent needs assessments)
- Serve as the People Team’s central program manager for all talent-related initiatives — including performance cycles, talent reviews, capability routines, annual planning rhythms, and ongoing improvement initiatives
- Own the People Team operating calendar, coordinating timelines, dependencies, and deliverables across People Ops, Retail Training, Piercing Education, Recruiting, and business leaders
- Build templates, workflows, trackers, and documentation that support clarity, alignment, and reliable execution (e.g., planning timelines, deliverable checklists, communication guides)
- Ensure that program sequencing and cross-functional handoffs are predictable and well-managed
- Partner with the VP of People on the preparation of talent insights, materials, and summaries for leadership reviews
Our take
Conscious consumption and the influence of social media advertising have ushered in a new era of Direct-to-Consumer (D2C) brands targeting mindful millennials and Gen-Z customers. Among these brands, Studs has seized the opportunity, focusing on the ear-piercing market.
Studs does not merely provide ear-piercing services; it is crafting an entire experience for its customers. The company's leadership firmly believes that customers are increasingly using earrings to celebrate self-expression and mark significant milestones in their lives. Studs aims to build a brand that resonates with these precious moments, offering a unique approach to jewelry.
To achieve its vision, the company has embarked on a national expansion of its physical retail locations, now sporting 23 locations across the US with plans for more to open very soon. And with famous customers like Emma Chamberlain, Dixie D'Amelio and Rosalía, the company is truly on its way to cementing its place as a leader in the world of piercing.
Kirsty
Company Specialist at Welcome to the Jungle
Insights
96% employee growth in 12 months
Company
Funding (2 rounds)
Oct 2021
$20m
SERIES B
Nov 2019
$3m
SEED
Total funding: $23m
Company benefits
- Health & Wellness: A comprehensive benefits package that includes premium medical, dental, and vision coverage; 401k; life insurance; and lifestyle reimbursement.
- Paid Family Leave: Three months of paid family leave for all full-time corporate and retail employees (biological, adoptive, and foster parents are all eligible)
- Flexible Schedule: Ample paid time off plus a paid sabbatical after your first four years
- Transparency: Employees are given the information and context they need to succeed via feedback forums like Town Halls, AMAs, and weekly one-on-one’s
- Growth & Development: Trainings, performance reviews, and ongoing coaching to help you continuously grow professionally
- Studs Discounts: Discounts on piercings and products (we’ve got your friends and family covered too!)
Company HQ
Bowery, New York, NY
Leadership
Anna Harman
(Co-Founder & CEO)Prior to Studs, they were acting Chief Customer Officer at Jetblack. Also worked as Head of Operations at Fitz, a wardrobe tech company, and was COO of Research Analytics at Bridgewater Associates.
Salary benchmarks
We don't have enough data yet to provide salary benchmarks for this role.
Submit your salary to help other candidates with crowdsourced salary estimates.
Share this job
View 1 more job at Studs