Sr. Manager, Talent - Product to Market Transformation

Sr. Manager, Talent
- Product to Market Transformation

Full time Two Folsom, San Francisco, CA, US 94105

At Gap Inc., we create culture as much as we create clothes. Our ambition is to become a high-performing house of iconic American brands that shape culture.

Our portfolio—Old Navy, Gap, Banana Republic, and Athleta—each brings a distinct point of view to how we show up in the world and serve our customers.

Old Navy democratizes style with quality and value for all. Gap champions originality through essential pieces that celebrate individuality. Banana Republic is rooted in a spirit of discovery, creating modern pieces inspired by craftsmanship and travel. Athleta champions the Power of She through confidence, strength, and movement.

We're driven by a shared purpose: to bridge gaps—between people, perspectives, and possibilities—to create a better world.

We're building a team that performs at a high level—people who think boldly, take ownership, and turn ideas into impact. If you're ready to learn fast and help shape what's next, you'll fit right in.

Gap 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 work streams 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.

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 Indigo

X.

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 Indigo

X.

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…