Talent Management Lead

In this role, you will Be a key driver in shaping our organizational capabilities and ensuring long‑term success. This role is responsible for the design, implementation, and continuous improvement of Talent Management and Development and Performance. The ideal candidate is a strategic thinker with deep business acumen, data‑driven decision‑making, and best‑practice HR methodologies. Required Qualifications Talent Management Lead the design and administration of company‑wide Talent Review and Succession Planning processes to identify, assess, and develop employees for critical roles. Develop and manage career pathing frameworks and competency models that support employee growth and organizational agility. Oversee the deployment of targeted development programs—such as leadership training and mentorship programs—to close identified skill gaps. Integrate diversity and inclusion principles into all talent management and succession processes. Performance Programs Own and refine the end‑to‑end Performance Review cycle (objective setting, check‑ins, year‑end reviews, calibration). Ensure the performance review system supports a high‑performance culture by emphasizing clear expectations, continuous feedback, and fair, objective evaluation. Educate managers and employees on performance management best practices and effective coaching. Analyze performance data to identify trends, ensure consistency, and recommend enhancements to drive higher employee engagement and productivity. Collaborate with the People Technology team to design and implement system enhancements that streamline the performance review cycle and improve the user experience. Skills Business Athlete Mindset: Deeply knowledgeable about the business and industry, comfortable navigating and leading others through ambiguity, pivoting quickly to address new challenges, and solving complex problems without a pre‑existing playbook. Systems Thinker: Recognizes connections across the organization and takes a holistic approach to analyzing situations and developing sustainable solutions that account for system interdependencies. Strategic Acumen: Ability to translate long‑term business strategy into concrete talent and workforce initiatives. Data‑Driven: Uses data and insights to proactively diagnose issues, inform recommendations, influence decisions, and measure the impact of work. Execution Excellence: Delivers high‑quality results by leading projects and initiatives with clear milestones and delivery schedules in partnership with stakeholders, and develops action plans with measurable success goals. Resilience and Growth Mindset: Thrives in a fast‑paced environment and energizes those around you. Consulting & Partnering: Builds trust and credibility with business leaders as a subject‑matter expert and works effectively across multiple business areas and teams. Innovation: Continuously seeks out and applies best practices and technology solutions in the HR space. Change Management: Leads organizational change and ensures successful adoption of new HR processes. Desirable Qualifications 10+ years of progressive experience in Human Resources, focusing on Talent Management, Leadership Development, and Performance Management. Proven experience partnering directly with C‑suite executives within a rapidly scaling organization. Technology industry experience is strongly preferred. Bachelor’s degree in Human Resources (or related field) required; advanced degree preferred. Demonstrated success running large‑scale, complex HR programs (e.g., annual performance cycle, talent review, succession planning). Highly proficient in using Workday and other HR systems/tools to extract, analyze, and present data‑driven insights to senior leaders. Exceptional verbal, written, and presentation skills, with the ability to influence and collaborate effectively across all levels of the organization. Strong communication skills (written and verbal) to address all organizational levels. Fluent in English. Ability to travel within the U.S. approximately 10% of the time. This role requires working in the office at least 3 days per week. Location & Work Requirements This is an in‑person position; must work at our on‑site office on Mondays, Tuesdays, and Thursdays at a minimum. The position can be located in Mountain View, CA; San Francisco, CA; Pittsburgh, PA; or Seattle, WA. Compensation The base salary range for this position is $162k – $261k per year. Aurora’s pay ranges are determined by role, level, and location. Within the range, the successful candidate’s starting base pay will be determined based on factors including job‑related skills, experience, qualifications, relevant education or training, and market conditions. These ranges may be modified in the future. The successful candidate will also be eligible for an annual bonus, equity compensation, and benefits. Equal Opportunity and Inclusion Aurora considers candidates without regard to race, color, religion, national origin, age, sex, gender, gender identity, gender expression, sexual orientation, marital status, pregnancy status, parent or caregiver status, ancestry, political affiliation, veteran and/or military status, physical or mental disability, or any other status protected by federal or state law. Aurora considers qualified applicants with criminal histories, consistent with applicable federal, state, and local law. We are also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. If you need assistance or an accommodation due to a disability, you may contact us at View email address on click.appcast.io. 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