Director, Talent Development

Steno

1d•$165,000 - $200,000

About The Position

This role is for a talent development leader who is both a strategist and a builder, with experience designing and scaling programs such as onboarding, performance management, manager enablement, and engagement. The ideal candidate brings expertise in how people learn, grow, and perform at work, staying current with research and best practices in adult learning theory, manager effectiveness, and employee engagement, and translating this knowledge into practical programs. The role requires modeling desired culture, caring for the team, building trust across functions, and understanding that talent development is a business driver. The company offers support, guidance, and opportunities for growth.

Requirements

8+ years of experience in talent development, learning & development, or a related HR discipline.
Experience building or significantly evolving core talent programs (onboarding, performance management, manager enablement) at a high-growth company.
Comfortable being both the strategist and the builder; enjoys getting into the details.
Uses feedback and business connectivity to evaluate program effectiveness and make the case for what comes next.
Experience managing budgets and external vendor relationships.
Strong communicator and collaborator who can influence without authority and build trust across all levels of an organization.
Experience navigating ambiguity and change with composure, and knows how to bring people along.

Nice To Haves

Familiarity with Google Workspace, HRIS platforms, and experience with learning management systems, including migration between systems.

Responsibilities

Lead the Talent Development team, providing direction, coaching, and support to help them do their best work.
Design, own, and continuously improve core talent management programs - performance management, engagement, succession planning, and career pathing.
Build and manage Steno's learning programs, focusing on non-function-specific opportunities, identifying gaps and creating scalable solutions.
Define boundaries between TD and functional training and socialize best practices for Learning & Development across the organization.
Own the design of the full onboarding experience, ensuring new hires ramp effectively and feel set up to succeed.
Partner with People Business Partners, functional leaders, and senior leadership to align talent strategy with business priorities and serve as a thought partner on organizational capability building.
Build and maintain a talent management calendar and multi-year roadmap, using data and feedback to assess what's working and advocate for the resources to support what's next.
Manage the TD budget, external vendors, and the tools and technology that power the function, staying ahead of gaps before they become blockers.