Sr. Director, Talent Management

Please note, this individual must live in or be willing to relocate to San Francisco, California and will work remotely with occasional travel to our centers. This role will be hybrid, working from our San Francisco office at least 3 times/week.

The Senior Director, Talent Management is responsible for designing, implementing, and leading comprehensive talent strategies that align with organizational goals. This role oversees the full scope of talent management, including talent development, performance management, succession planning, and employee engagement, while championing a culture of continuous learning and development. The Director will collaborate closely with business leaders to ensure that talent initiatives drive organizational effectiveness and foster a high-performing, inclusive workplace. This leader will also work closely with other People Team Leaders (People Operations and Talent Attraction) to ensure learnings and insights gained about the team member journey are incorporated into all people functions. This includes: 

• Develop and execute people performance and development strategies to set people up for success and readiness in their job and to keep them engaged and excited about the work they do 

• Partner with the Senior Director, People to build performance management processes, including goal setting, feedback, and evaluation frameworks. 

• Implement succession planning and leadership development initiatives to build a robust talent pipeline. 

• Analyze talent metrics and trends to inform strategic decisions and drive continuous improvement. 

• Oversee the People Business Partner function for participant facing team members: 

• Collaborate with senior leadership to understand business objectives and align talent strategies accordingly. 

• Ensure that People Business Partners provide excellent service and forward-thinking support to business leaders, including but not limited to: 

• Work with department heads to identify skill gaps and support workforce planning. 

• Identify recognition, development and engagement strategies, in partnership with the business, and oversee their execution. 

• Identify areas of flight risk and create a mitigation or support plan to ensure there is continuity of care and team. 

• Adhere to best practice for employee relations, investigations, and other interventions. 

• Partner on the creation of development and improvement plans, including following up on their effectiveness. 

• Collaborate with People Operations to ensure that People team workflows and policies are adhered to. 

• Lead the design and delivery of learning and development programs, ensuring they are aligned with business needs and support employee growth. 

• Oversee the end-to-end learning and development strategy that ensures job readiness and performance optimization. 

• Articulate and ensure leaders understand our learning and development framework. 

• Ensure the learning and development team is effectively able to: 

• Deliver an orientation and job readiness program that gets new hires to optimal performance more quickly. 

• Promote a learning culture by identifying and addressing organizational learning needs. 

• Evaluate the effectiveness of training initiatives and adjust programs to maximize impact. 

• Encourage the use of innovative learning technologies and methodologies to support team member development. 

• Build a leadership development program that equips leaders to perform their role and unlock team potential. 

 

Qualifications:  

• Aligns with our purpose and our values, and is excited about living those out in daily practice  

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s preferred. 

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