Talent Development & Enablement Director

About the Opportunity This high‑impact individual contributor role for a senior talent development leader builds the playbook for career growth, performance, and learning within an AI‑native company. The role owns systems that keep the workforce ahead of AI’s pace, including role charters, career ladders, performance frameworks, and manager enablement. Responsibilities Partner with heads of departments to redesign role charters as AI capabilities evolve. Own the company‑wide career ladder framework: leveling criteria, competency models, and promotion readiness. Build an internal mobility model across squads, functions, and levels. Coach employees and managers through career transitions from traditional to AI‑augmented roles. Own the end‑to‑end performance cycle—framework design, calibration processes, 360 review facilitation, and manager tooling. Partner with SVP of People and HR to ensure consistency of performance calibration across functions. Build mechanisms to surface promotion readiness, performance risk, and development needs in a repeatable, data‑informed way. Design and run the AI upskilling strategy across all functions. Build learning experiences that produce measurable productivity gains. Partner with 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. Own new‑manager onboarding and ongoing training. Build change management playbooks for leaders. Equip managers to run great 1:1s, deliver feedback, coach through AI‑driven change, and own team health. Own the monthly Talent and AI Enablement Review. Contribute talent and enablement inputs to the Quarterly People Operating Review with the CEO and ELT. Apply a data‑informed lens to all initiatives. Requirements 8+ years of experience in talent development, organizational development, L&D, or performance management, ideally in high‑growth or AI‑native companies. Personal, daily fluency with AI tools (Claude, Claude Code, or similar). Proven track record designing career ladders, competency models, or leveling frameworks. 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. Track record partnering cross‑functionally with senior leaders (VP/C‑level) as a trusted partner. Strong systems thinking—integrating role design, career growth, performance, and enablement. Excellent judgment, discretion, written communication; comfort presenting to executive audiences. Ability to operate autonomously at the director level while in an IC seat. Must reside in a hybrid office city or in one of the hiring hubs; 4–5 days onsite in Seattle or Santa Barbara; occasional travel needed. Authorized to work in the U.S. and able to provide proof of full‑time, long‑term authorization; no visa sponsorship available. Bonus Experience inside an AI‑native or AI‑forward company where AI drives work processes. 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 regulated industries. Approach to Work Location Hybrid office locations in Santa Barbara, CA, and Philadelphia (Wayne), PA, with team members typically coming in three days a week. Frequency can vary based on team needs and role responsibilities. Remote candidates can be hired from designated hiring hubs: Boston Metro Area, MA Chicago Metro Area, IL Denver Metro Area, CO Kansas City Metro Area (KS/MO) Los Angeles Metro Area, CA San Francisco/Bay Area, CA Seattle Metro Area, WA Company Benefits Full medical, dental, and vision coverage; flexible spending accounts. Company‑paid life insurance, short‑term & long‑term disability. Company equity and 401(k) plan. Voluntary benefits. Generous time off: company holidays, winter & summer break, flexible time off. Career development: manager development cohorts, employee development funds. Employees Resources Employee Resource Groups (ERGs) available for allies and employees. Equal Employment Opportunity 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. Accessing Accommodation Artera provides reasonable accommodations for applicants and employees in compliance with state and federal laws. If you need an accommodation, contact View email address on click.appcast.io. Data Privacy By submitting your application, you consent to the processing of your personal information. 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 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. #J-18808-Ljbffr Dormont Manufacturing Co