Director, Talent Management

Key Responsibilities

Strategic HR Partnership

Serve as a trusted advisor to senior leaders, driving talent strategy, organizational effectiveness, and business-aligned people decisions

Translate business priorities into HR initiatives with clear, measurable outcomes and visible impact

Partner with leadership on talent retention, engagement, and performance acceleration

Operate with senior HR visibility — participating in leadership forums and bringing people insights to business discussions with credibility

Serve as a senior escalation point, providing timely judgment on complex people matters and cross-functional HR topics

Talent & Performance Transformation

Lead the design and implementation of evolved performance management practices that drive accountability, growth, and differentiated rewards

Personally build initial frameworks, tools, and calibration processes — including talent assessment approaches — then scale them through the HRBP team

Partner with leadership to reinforce a pay-for-performance culture, ensuring clear linkage between outcomes and rewards

Support development and upskilling initiatives in partnership with relevant internal stakeholders

Organizational Design & Job Architecture

Lead organizational design efforts including role clarity, career pathing, leveling frameworks, and workforce planning

Continue to embed scalable job architecture: leveling structures, career ladders, and role definitions aligned to growth and operating model needs

Translate business strategy into practical org design decisions around spans, layers, and capability requirements

Compensation Advisory

Advise leadership on pay decisions — promotions, merit, and off-cycle adjustments — aligned to performance and internal equity principles

Partner with People & Culture team members on rewards philosophy and differentiated pay practices.

Process Design & Operational Excellence

Design and implement scalable HRBP processes that improve consistency, transparency, and impact, balancing rigor with speed

Drive operational rhythms across talent programs: performance cycles, calibration, and workforce planning

Establish a cadence of business reviews using talent data and insights to help leaders plan proactively for their people needs

Change Leadership

Lead and support change initiatives, ensuring adoption of new talent practices and ways of working

Develop communication and change strategies that drive clarity and buy-in with impacted stakeholders

Identify organizational friction points and proactively drive improvements

HRBP Team Leadership

Lead, coach, and develop a small, high-performing HRBP team with clear expectations for strategic partnership and execution quality

Foster a culture of accountability, pragmatic problem-solving, and continuous improvement

Serve as the senior decision-maker on escalated employee relations matters, ensuring high-quality, timely support for the business

Ideal Experience

8–12 years of progressive HR experience, including HRBP leadership in growth-stage, PE-backed, or scaling technology or SaaS organizations

Demonstrated track record of personally building and operationalizing HR programs — performance management, talent calibration, job architecture — in environments without large Centers of Excellence support

Experience managing or mentoring HRBPs or HR generalists; comfort leading a small team while remaining hands-on

Strong business acumen with the ability to influence senior leaders credibly and effectively

Experience facilitating talent assessment and calibration processes (e.g., 9-box or equivalent)

Demonstrated ability to drive organizational change and adoption of new people practices

HR Generalist background a plus – providing backbone of overall HR knowledge to application in Talent Management role

Preferred Background

Experience in technology, SaaS, or data and analytics-driven businesses

Familiarity with Lattice or a comparable HRIS and performance management platform

Exposure to AI-enabled HR tools or process automation

Key Competencies

Strategic Influence — connects talent strategy to business outcomes; trusted advisor to senior leadership

Operational Excellence — designs and executes scalable, high-impact HR processes with rigor and speed

Organizational Effectiveness — drives clarity, structure, and alignment through thoughtful design and planning

Performance Orientation — deep familiarity with performance management frameworks, calibration, and pay-for-performance linkage

Leadership & Team Development — builds, coaches, and elevates a high-performing HRBP team

Change Agility — moves fast, adapts well, and brings stakeholders along through transitions

What Sets This Role Apart

Direct ownership of a focused talent transformation agenda — with clear year-one priorities and room to grow scope over time

High visibility with senior leadership and meaningful, measurable impact on business performance

A genuine blend of strategy and hands-on execution — ideal for leaders who want to build while leading

Opportunity to shape foundational talent systems in a scaling, PE-backed organization at an inflection point

What does IntegriChain have to offer?

• Mission driven: Work with the purpose of helping to improve patients' lives!
• Excellent and affordable medical benefits + non-medical perks including Student Loan Reimbursement, Flexible Paid Time Off and Paid Parental Leave
• 401(k) Plan with a Company Match to prepare for your future
• Robust Learning & Development opportunities including over 700+ development courses free to all employees

#LI-KL1

IntegriChain is committed to equal treatment and opportunity in all aspects of recruitment, selection, and employment without regard to race, color, religion, national origin, ethnicity, age, sex, marital status, physical or mental disability, gender identity, sexual orientation, veteran or military status, or any other category protected under the law. IntegriChain is an equal opportunity employer; committed to creating a community of inclusion, and an environment free from discrimination, harassment, and retaliation.

Our policy on visa sponsorship for US based positions: Applicants for employment in the US must have valid work authorization that does not now and/or will not in the future require sponsorship of a visa for employment authorization in the US by IntegriChain.