Talent Development & Enablement Director

About the Opportunity This is a high‑impact individual contributor role for a senior talent development leader who will build the playbook for career growth, performance, and learning inside an AI‑native company. You will own the systems that keep our workforce ahead of AI’s pace: role charters that evolve as the work does, career ladders that reward AI‑augmented output, performance frameworks that hold up under that bar, and manager enablement that makes all of it land. The role reports to the SVP of People and is embedded with Heads of Departments and other functional leaders. Responsibilities Role Design and Career Architecture Partner with Heads of Departments and other functional leaders to continuously redesign role charters as AI capabilities evolve. Own the career ladder framework across the company: leveling criteria, competency models, and promotion readiness standards that reflect AI‑augmented expectations. Build the internal mobility model—how people move across squads, functions, and levels as the org reshapes. Coach employees and managers through career transitions from traditional to AI‑augmented roles. Performance Management Own the end‑to‑end performance cycle: framework design, calibration processes, 360 review facilitation, and manager tooling. Partner with the SVP of People and the HR Team on performance calibration across functions, ensuring consistency of the bar. Build the mechanisms that surface promotion readiness, performance risk, and development needs in a repeatable, data‑informed way. Learning, Enablement, and AI Upskilling Design and run the AI upskilling strategy—how every Artera employee across every function raises their AI proficiency quarter over quarter. Build programs (not courses) that produce measurable productivity gains, not completion certificates. Partner with the Internal Knowledge and Tools Squad to operationalize AI‑delivered skills assessments, personalized learning paths, and training content. Design the onboarding program so new hires reach their first meaningful deliverable in under four weeks. Manager Enablement Own new‑manager onboarding and ongoing manager training—from first‑time leads through senior directors. Build the change management playbooks Artera leaders use when org design, roles, or tooling shift. Equip managers to run great 1:1s, deliver feedback, coach through AI‑driven change, and own their team's health. Operating Rhythm Own the monthly Talent and AI Enablement Review, inspecting AI proficiency, training impact, ramp time, manager effectiveness, and productivity gains with rotating leadership attendance. Contribute talent and enablement inputs to the Quarterly People Operating Review with the CEO and ELT. Bring a data‑informed lens to everything—if it doesn't move a metric, it's not worth building. Requirements 8+ years of experience in talent development, organizational development, L&D, or performance management, ideally with exposure to high‑growth and/or AI‑native companies. Personal, daily fluency with AI tools (Claude, Claude Code, or similar) – you don't just talk about AI‑augmented work; you live it in your own workflows. Proven track record designing career ladders, competency models, or leveling frameworks from scratch or through significant overhaul. Hands‑on ownership of a full performance management cycle—including calibration, 360s, and manager enablement. Experience building learning and enablement programs that produced measurable business outcomes, not just training completion. Track record partnering cross‑functionally with senior leaders (VP/C‑level) as a trusted thought partner, not an order‑taker. Strong systems thinking—you see role design, career growth, performance, and enablement as one connected system. Excellent judgment, discretion, and written communication; comfort presenting to executive audiences. Ability to operate autonomously at the director level while sitting in an IC seat. Ability to be onsite 4–5 days per week in Seattle or Santa Barbara, with occasional travel to other locations as needed. Applicants must be currently authorized and have the ability to provide proof of full‑time, long‑term authorization to work in the United States. The company does not provide visa sponsorship or support visa transfers now or in the future. Bonus Experience inside an AI‑native or AI‑forward company where AI was a core driver of how work got done. Background redesigning roles or career frameworks specifically in response to AI adoption. Experience with Rippling (HRIS) and modern performance management tooling. Prior exposure to healthcare, SaaS, or other regulated industries. Compensation $170,000 - $235,000 a year. This position also comes with equity and a variety of benefits. Location New U.S. roles are based in one of three cities. Candidates should reside in or be willing to relocate to: Santa Barbara, CA (HQ) Seattle, WA Kansas City, MO/KS Benefits Full health benefits—medical, dental, and vision. Flexible spending accounts. Company paid life insurance. Company paid short‑term & long‑term disability. Company equity. Voluntary benefits. 401(k). Manager development resources. Employee development funds. Company holidays, winter & summer break, and flexible time off. Employee Resource Groups (ERGs). Equal Opportunity Employer Statement Artera is an Equal Opportunity Employer and is committed to fair and equitable hiring practices. All hiring decisions are based on strategic business needs, job requirements, and individual qualifications. All candidates are considered without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetics, protected veteran status, or any other protected status. Artera will not tolerate discrimination or harassment of any kind and provides reasonable accommodations for applicants and employees in compliance with state and federal laws. If you need an accommodation, please reach out to [email protected]. #J-18808-Ljbffr Artera