Manager or Director, Talent Management

Encoura

2d•$120,000 - $140,000•Remote

About The Position

Encoura is seeking a Manager or Director, Talent Management & Development to own how our people experience working here and how they are developed over time. This role ensures the alignment of talent programs with organizational objectives to retain and grow top talent. Encoura brought three organizations together over the past year. We now have roughly 800+ employees and a population that brings three different companies’ sets of expectations. You will partner cross-functionally across the organization to cultivate a high-performance, inclusive culture that supports long-term business growth. You will also lead two experienced Talent Development professionals. Year one is focused by design: performance management, engagement and culture, and the roadmap for what comes next. We would rather do three things properly now than six things partially. We are open to hiring this role at either the Manager or Director level based on the selected candidate's experience, leadership scope, and organizational impact. Both levels share the same core responsibilities, with placement reflecting the candidate's demonstrated ability to lead initiatives and drive organizational outcomes. This is a full-time, salaried position reporting to the Chief People Officer.

Requirements

Manager level: 5+ years in talent management, organizational development, or learning and development, including hands-on design and delivery of performance or leadership programs, or an equivalent combination of education and experience.
Director level: 8+ years of progressive experience in talent management, organizational development, or related HR functions, including ownership of enterprise-wide talent programs and experience leading a team.
Bachelor's degree in Human Resources, Business Administration, or a related field with equivalent experience; Master's degree preferred
Demonstrated experience designing and running a performance management cycle that managers across an organization actually completed, and a clear view of why it worked
Experience owning employee engagement end to end — not just fielding a survey but turning results into action that leaders carried and that employees could see
Experience building succession plans and running talent reviews with senior leaders, including the uncomfortable conversations about readiness.
Strong consultative skills and the standing to tell a leader that the approach they want is the wrong one, and to be heard
Comfort with talent data and the discipline to measure program effect rather than program activity
Hands-on experience with Lattice or a comparable performance and engagement platform, and with at least one learning management or content authoring system
Successful candidates will be required to complete and pass a CLEAR™ identity verification as part of the pre-employment screening process.

Nice To Haves

Experience in a recently merged, acquired, or integrating organization strongly preferred. You will be building shared practice across three cultures that have not finished becoming one
Experience supporting a distributed or high-volume hourly workforce preferred
Experience in higher education or education technology preferred

Responsibilities

Develop and execute an integrated talent management and development strategy aligned with organizational goals and values
Own the performance management cycle end to end in Lattice — goal setting, check-ins, review cycles, and calibration — and make it a process managers use rather than a process they complete
Own engagement and culture. Design and run how we listen, turn the results into action plans that sit with the leaders who can act on them, and follow through until something changes
Keep the existing learning stack running — Litmos, Articulate/Rise — and administer training where it is needed today, while assessing what we should consolidate
Partner with the Chief People Officer on talent gap and capacity planning, bringing data that shows where the organization is thin before it becomes a vacancy
Collaborate with leaders to assess organizational capability needs and implement programs that build critical skills and leadership pipelines
Own our manager guides from your first day. The step-by-step guides managers use to coach, document, and correct performance will be written before you start. Measuring whether managers use them, where they get stuck, and whether they are producing better outcomes is yours — and so is revising them when the evidence says they are not working
Lead, coach, and develop two Talent Development professionals
Utilize workforce analytics and talent metrics to assess program effectiveness and determine what is working and what is not. Encoura uses Lattice and Domo
Design a succession planning and talent review approach: critical roles, critical talent, honest bench strength, and a defensible view of who is ready for what
Design a leadership development program for a manager population formed from three legacy organizations, many of whom are managing at Encoura for the first time
Design a consolidated learning program with the content, vendors, and analytics behind it
Design an approach for our Student Success population — a high-volume, largely hourly and seasonal workforce whose supervisors need different tools than our corporate managers