Talent Development & Enablement Director

ABOUT THE OPPORTUNITY

This is a high-impact individual contributor role for a senior talent development leader who wants to build the playbook for what career growth, performance, and learning look like inside an AI-native company. You will own the systems that keep our workforce ahead of AI's pace: role charters, career ladders, performance frameworks, and manager enablement. You will sit on the People team reporting to the SVP of People, working cross‑functionally with Heads of Departments and other leaders so the programs you build reflect how work actually gets done at Artera. We are looking for someone with the seniority and judgment to operate without a playbook, the craft to build programs that scale, and the personal fluency with AI tools to design an enablement function that looks nothing like a traditional L&D organization.

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, including leveling criteria and competency models that reflect AI‑augmented expectations. Build the internal mobility model that moves people across squads, functions, and levels as the organization 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 HR team on performance calibration across functions, ensuring consistency of the bar. Build 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 so every Artera employee raises their AI proficiency quarter over quarter. Build programs (not courses) – learning experiences 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 actively use AI in your 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. Strong systems thinking – you view 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.

BONUS

Experience inside an AI‑native or AI‑forward company where AI drove how work got done. Background redesigning roles or career frameworks in response to AI adoption. Experience with Rippling (HRIS) and modern performance management tooling. Prior exposure to healthcare, SaaS, or other regulated industries.

COMPENSATION

Salary range: $170,000 – $235,000 per year, plus equity and a variety of benefits.

BENEFITS

Full health benefits (medical, dental, vision), flexible spending accounts, company‑paid life insurance, short‑term and long‑term disability. 401(k) plan with company match. Generous time off, including company holidays, winter and summer breaks, and flexible time off. Employee Resource Groups (ERGs) and inclusive culture initiatives.

ADMISSION REQUIREMENTS

Applicants must be currently authorized to work in the United States and be able to provide proof of full‑time, long‑term authorization. Visa sponsorship or transfers are not available.

EEO 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. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. Artera is committed to providing a work environment free of discrimination and harassment. 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. #J-18808-Ljbffr Medium