Director, Talent Management

RAYUS Radiology•St. Louis Park, MN

1d•Remote

About The Position

RAYUS Radiology is looking for a Director, Talent Management to join our team. We are challenging the status quo by shining light on radiology and making it a critical first step in diagnosis and proper treatment. Come join us and shine brighter together! The Director, Talent Management is the architect and owner of a newly established, integrated, enterprise-wide talent system at RAYUS that connects performance, development, rewards, and succession into one consistent operating rhythm. This role is foundational in nature and will build Talent Management practices from the ground up, establishing first-generation frameworks, governance, and operating rhythms where limited or inconsistent practices previously existed. This highly strategic role requires the ability to operate effectively in ambiguity, design structure while executing, and sequence work across multi-year maturity phases. The Director must see across HR disciplines, influence leaders at all levels, and drive cross-functional alignment and adoption across an organization with a history of decentralized and varied talent practices. Success will be measured by the creation of simple, modern, tech-enabled talent experiences that are consistently used by leaders, deepen engagement, strengthen leadership capability, improve performance outcomes, and enable stronger, more predictable pipelines for critical roles.

Requirements

High School Diploma, or equivalent
Bachelor's degree in Human Resources, Psychology, or related field
Seven (7) years' experience in Human Resources
Five (5) years' experience in strategic Talent Management
Five (5) years' experience in team management; leading/supervising direct reports
Demonstrated experience designing and implementing enterprise talent management and pay-for-performance systems; understands what "good" looks like from top-performing organizations.
Experience training and coaching leaders to embed new practices and drive sustained organizational adoption.
Background in building digital talent management experiences within modern HCM platforms (Cornerstone, Workday, etc.).
Ability to design simple, intuitive frameworks that employees and leaders value--not heavy, compliance-driven processes.
Data-driven mindset with the ability to interpret trends, identify risks, and produce actionable insights that shape talent decisions.
Tech-savvy, comfortable partnering with HRIS to translate talent strategies into system configuration, workflows, and dashboards.
Some travel is required between sites; a reliable means of transportation is required.
Valid driver's license and proof of current insurance is required for the team member to personally drive a vehicle for company business (regardless of whether it's a company or personal vehicle)

Nice To Haves

Master's degree in Education, HR, or other applicable field
Seven (7) years' experience in strategic Talent Management

Responsibilities

Strategic Development & Architecture of Enterprise Talent Management
Foundational Talent Architecture & Maturity Build
Assess current-state talent practices, tools, and organizational readiness; define a clear future-state vision and multi-year maturity roadmap
Build enterprise Talent Management practices from zero, establishing first-generation frameworks for performance management, development, succession, and high-potential identification
Define decision principles, standards, and governance to balance enterprise consistency with appropriate business flexibility
Sequence and prioritize initiatives based on organizational readiness, leader capability, and change capacity
Enterprise Talent Systems & Operating Rhythm
Design and implement a new annual enterprise talent rhythm connecting performance, development, rewards, and succession into one consistent operating model
Lead enterprise goal setting, quarterly check-ins, mid-year and year-end evaluations, and calibration processes
Standardize performance management practices, including documentation, timelines, service-level expectations, and quality controls
Establish baseline measures for adoption, cycle quality, and leader effectiveness; drive year-over-year improvements in completion, quality, and cycle efficiency
Pay-for-Performance & Succession Integration
Partner with Compensation to design and implement pay-for-performance frameworks supported by analytics, distribution guidance, and leader enablement
Lead annual succession planning for Director+ roles, including talent profiles, readiness assessments, risk identification, and targeted development plans
Design enterprise talent assessment approaches for high-potential team members, with measurable development progress and outcomes
Develop career mapping and pathways, including technical and professional tracks, to strengthen internal pipelines and reduce reliance on external recruiting
Simple, Modern, Tech-Enabled Talent Experiences
Translate talent strategy into intuitive, scalable processes that leaders and team members value -- not heavy, compliance‑driven programs
Partner with HRIS and technology teams to design digital talent experiences within the organization's HCM platform (e.g., Workday, Cornerstone), including workflows, dashboards, and reporting
Embed all Talent Management practices through leader training, communications, change management, and ongoing enablement
Reduce rework, manual exceptions, and escalations through thoughtful design, governance, and system enablement
Strengthen leader capability to own performance conversations, development planning, and talent decisions
Team Member Leadership & Development
Provide strong leadership to the Talent Management team, remaining approachable, objective, and outcomes‑focused
Lead hiring, onboarding, ongoing training, performance management, and development of direct reports
Facilitate regular team meetings and one‑on‑one (1:1) meetings; ensure direct report leaders do the same
Set clear priorities, ensure on‑time delivery of milestones, and follow appropriate escalation paths
Foster a culture of collaboration, accountability, continuous learning, and operational excellence
Other Duties and Projects as Assigned