Director / Associate Director, Learning, Development & Performance Management

Immunome, Inc.•Bothell, WA

15h

About The Position

The Director / Associate Director, Learning, Development & Performance Management will be responsible for determining and executing People and Culture Programs that will enhance performance, develop leadership capabilities, and ensure the organization has the capabilities and engagement to thrive as we rapidly scale our team.

Requirements

Bachelor’s Degree required.
A minimum of 8+ years of HR experience, focused on supporting and administering learning and development, including building programs at scale.
Demonstrated success driving engagement and retention through talent development (leadership programs, manager enablement, performance management).
Strong stakeholder influence and demonstrated successful partnership with executives and leaders to shift behaviors and build accountability.
Excellent facilitation, program design, and communication skills.

Nice To Haves

Experience in pharma/biotech/life sciences or other regulated environments preferred.
Experience implementing competency frameworks, 360s assessments, and learning technology preferred.
Experience scaling L&D in a high-growth organization preferred.

Responsibilities

Build an enterprise L&D strategy explicitly focused on enhanced engagement, retention, and performance.
Partner with people leaders and executives to continue highlighting the importance of embedding learning and development into the culture.
Design and deliver leadership development programs for new, experienced, and senior leaders.
Equip managers to engage and retain their teams through strong fundamentals: coaching, feedback, recognition, inclusive leadership, career development, and performance conversations.
Develop toolkits and training that make it easy for leaders to apply learning on the job.
Own and continuously improve performance management processes (goal setting, check-ins, development plans, calibration, and performance reviews).
Ensure managers are trained and supported to engage in growth conversations that are clear and motivating.
Use performance insights to identify where teams need additional support and development.
Create and implement competency framework for enhanced performance.
Help leaders assess current team skill capabilities by determining strengths, talent gaps, and actions to enhance current capabilities and minimize talent gaps.
Build and maintain practical capability frameworks (leadership + function-specific) that connect role expectations to development actions.
Enable succession planning and internal mobility by identifying talent, readiness, and development pathways.
Define success metrics tied to engagement and retention and determine actions to improve metrics.
Use data and feedback to evolve programs to meet the needs of a fast-growing organization.