Talent Development & Enablement Director

Role Design and Career Architecture Partner with Heads of Departments and other functional leaders to continuously redesign role charters as AI capabilities evolve — translating \"what this job is\" from quarter to quarter 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 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) — 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 Qualifications 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 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 Work Location At Artera, we believe the best work happens when people are truly connected. Our AI services model has shown what’s possible when small, focused teams move fast together — the speed of collaboration, pace of career growth, and quality of what we build can become stronger when teams share space. As we grow, we want every new teammate to feel part of an in-person community from day one. That’s why we are focusing our U.S. hiring in three cities, where we are investing in offices and building strong local teams: Santa Barbara, CA (Our HQ) Seattle, WA Kansas City, KS/MO Unless a role’s posting states otherwise, new U.S. roles are based in one of these three cities, and candidates should reside in (or be willing to relocate to) one of these areas. Each location follows an in-person schedule that reflects how our local teams work best; we’ll walk you through what to expect for your specific role and city during the interview process. Focusing on offices and hiring in a few locations, rather than spreading thin across many cities, lets us invest deeply in each one so every team has real community, mentorship, and momentum in person. 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 ERGs (Employee Resource Groups) Equal Employment Opportunity (EEO) Statement Artera is an Equal Opportunity Employer and is committed to fair and equitable hiring practices. All hiring decisions at Artera 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 employees with a work environment free of discrimination and harassment; Artera will not tolerate discrimination or harassment of any kind. Artera provides reasonable accommodations for applicants and employees in compliance with state and federal laws. If you need an accommodation, please reach out to View email address on click.appcast.io. Data Privacy Artera values your privacy. By submitting your application, you consent to the processing of your personal information provided in conjunction with your application. For more information please refer to our Privacy Policy. Security Requirements All employees are responsible for protecting the confidentiality, integrity, and availability of the organization’s systems and data, including safeguarding Artera’s sensitive information such as Personal identifiable Information (PII) and Protected Health Information (PHI). Those with specific security or privacy responsibilities must ensure compliance with organizational policies, regulatory requirements, and applicable standards and frameworks by implementing safeguards, monitoring for threats, reporting incidents, and addressing data handling risks or breaches. #J-18808-Ljbffr Artera 2