Talent & Development Manager

Position Summary The Talent & Development Manager leads key talent programs and initiatives that support employee development, organizational capability, and a high‑performing, inclusive culture. The role develops, facilitates and manages core programs and processes including onboarding, performance management, leadership development, talent reviews, learning systems, and engagement programs. In addition, the role supports culture and engagement work. The position is hybrid with an expectation to be onsite 3 days per week. Essential Job Functions and Responsibilities Talent & Performance Management Lead the design, execution, governance, and continuous improvement of performance management programs, including enterprise goal‑setting, mid‑year checkpoints, and year‑end reviews, ensuring alignment to business priorities and consistency across departments. Serve as a thought partner to HRBPs and people leaders to embed effective performance practices, including differentiated performance expectations, calibration readiness, and quality of manager execution. Partner cross‑functionally to support talent planning, succession discussions, leadership development, and capability building, translating organizational needs into actionable talent programs. Own the end‑to‑end new hire experience, from program design through delivery, ensuring a consistent, scalable, and high‑impact onboarding experience that accelerates productivity and engagement. Monitor program effectiveness through qualitative and quantitative insights, identifying risks, gaps, and opportunities to strengthen the overall employee experience. Learning & Development Lead the design, development, and delivery of learning solutions, including leadership development programs, manager capability workshops, compliance training, and scalable eLearning experiences. Apply sound instructional design and adult learning principles to create high‑quality, engaging, and outcome‑driven learning content aligned to business and talent priorities. Partner with HRBPs, subject matter experts, and functional leaders to identify skill gaps and translate them into targeted learning strategies and development pathways. Oversee LMS administration and governance, including curriculum architecture, content lifecycle management, reporting, and learner experience optimization. Evaluate learning effectiveness and ROI through data, feedback, and outcomes, continuously iterating programs to improve impact and scalability. Talent Systems, Processes & Reporting Manage and optimize talent‑related systems and tools (HRIS, LMS, performance management platforms), ensuring system integrity, user adoption, and alignment with talent processes. Partner with HR Operations, IT, and vendors to enhance system workflows, implement enhancements, and resolve issues, balancing technical feasibility with user experience. Develop and deliver dashboards, analyses, and executive‑level insights to inform talent decisions and enable data‑driven conversations with senior leaders. Identify opportunities to streamline, automate, and standardize talent processes, improving efficiency, accuracy, and scalability as the organization grows. Culture & Engagement Partner with People & Culture, and business leaders to support and operationalize culture and engagement initiatives, ensuring alignment between values, behaviors, and talent practices. Translate engagement data, feedback, and insights into targeted actions that strengthen manager effectiveness, employee experience, and organizational health. Act as a steward of enterprise talent practices, reinforcing consistency, fairness, and inclusion across programs and employee experiences. Other Responsibilities Establish clear priorities, role clarity, and operating rhythms to ensure high‑quality delivery across multiple talent programs. Partner cross‑functionally with HRBPs, Total Rewards, HR Operations, Legal, and Finance to deliver integrated talent solutions. Lead or contribute to special projects and enterprise initiatives as the organization evolves, exercising sound judgment, change management, and stakeholder influence. Other duties as assigned. Required 8 years in Talent Management, Learning & Development, or related HR functions; biotech or life sciences preferred. Bachelor’s degree in HR, Organizational Psychology, Business, or related discipline. Experience leading talent processes (performance cycles, development programs, talent reviews). Strong instructional design and facilitation capabilities. Proficiency with HR systems (Workday, LMS systems, etc.), AI, Articulate360, and analytics tools. Exceptional project leadership, communication skills, and stakeholder engagement. Preferred Master’s degree in Organizational Development, Organizational Psychology, HR, Adult Learning, or Business; relevant HR or L&D certification (SHRM‑CP/SHRM‑SCP, SPHR) preferred. Experience leading enterprise or multi‑function talent, performance, or learning programs in a scaling, matrixed organization. Prior experience in biotech, life sciences, or regulated environments. Demonstrated ability to partner with Director‑ and VP‑level leaders on performance management, talent reviews, or capability building. Advanced experience with Workday Talent, LMS platforms, people analytics, and executive‑level reporting. Physical Demands And Work Environment Physical Activities: On a continuous basis, sit at a desk for a long period of time; intermittently answer telephone and write or use a keyboard to communicate through written means. Some walking and lifting up to 25 lbs may be required. The noise level in the work environment is typically low to moderate. The physical demands described above are representative of those that must be met by an employee to successfully perform the essential functions and responsibilities of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions and responsibilities. Travel You may be required to travel for up to 5 percent of your time. Equal Opportunity Employer Crinetics is proud to be an Equal Opportunity Employer. We provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of sex, sexual orientation, gender (including gender identity and/or expression), pregnancy, race, color, creed, national or ethnic origin, citizenship status, religion or similar philosophical beliefs, disability, marital and civil union status, age, genetic information, veteran status or any personal attribute or characteristic that is protected by applicable local, state or federal laws. Salary Range The salary range for this position is: $112,000 - $140,000. #J-18808-Ljbffr Crinetics Pharmaceuticals