Talent and Performance Manager

Aya Healthcare • San Diego, CA

2d

About The Position

Aya Healthcare is seeking a Manager of Performance Management & Talent Systems to design, build, and implement foundational talent processes for evaluating performance, making promotion decisions, and supporting employee growth. The role will establish a consistent, scalable approach to performance management, talent reviews, calibration, promotion decisions, and career progression across the organization, while connecting these practices to Aya’s job architecture, leveling framework, compensation structure, and Workday talent systems.

This is a builder role for someone who has created or significantly redesigned talent processes and infrastructure. The manager will apply judgment in ambiguous situations, use data to identify talent gaps, and translate talent concepts into practical tools, processes, and guidance. In partnership with senior HR and business leaders, this person will help shape how Aya evaluates performance, potential, promotion readiness, and leadership bench strength, and establish accountability mechanisms for consistent, evidence-based, scalable talent decisions.

Aya Healthcare is a rapidly growing workforce solutions provider in the healthcare industry, delivering technology-enabled services and marketplaces for healthcare talent and contingent labor management. The company describes its culture as entrepreneurial, high-energy, and low-bureaucracy, with a focus on employee satisfaction, innovative thinking, creative problem solving, and diversity of thought and background.

Requirements

• At least 8 years of progressive experience in talent management, performance management, organizational effectiveness, HR strategy, or a related field.
• Bachelor’s degree in HR, Business Administration, Organizational Development, or a related field.
• Experience building and supporting talent-management practices such as performance management, promotion processes, talent reviews, succession planning, career pathing, or job architecture.
• Experience connecting performance management to job architecture, career frameworks, leveling, promotions, compensation, or succession planning.
• Experience with job architecture, compensation benchmarking, or human capital analytics tools and methodologies.
• Experience designing talent reviews, calibration processes, promotion frameworks, or other structured talent-decision practices.
• Experience partnering with HRIS teams to implement or enhance talent processes in Workday or another HRIS.
• Strong process-design, project-management, analytical, facilitation, and stakeholder-management skills.
• Experience working across a complex, multifunctional, or rapidly growing organization.
• Strong consulting, partnering, and influencing skills, including the ability to align stakeholders and drive outcomes across teams.
• Ability to manage multiple programs and priorities simultaneously while remaining organized, responsive, and focused on execution.

Nice To Haves

• HR certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or similar.
• Experience building or operationalizing talent systems in Workday, especially performance management, talent reviews, succession planning, career development, or job architecture.
• Experience with job architecture, compensation benchmarking, or human capital analytics platforms or datasets such as Radford, McLagan, Mercer, WTW, or similar.

Responsibilities

• Design and implement Aya’s performance-management philosophy, framework, and operating model.
• Design, implement, and maintain processes for goal setting, feedback, check-ins, performance reviews, and development conversations.
• Create the annual talent calendar, manager guidance, templates, communications, and governance practices for consistent execution.
• Evaluate and improve performance-management processes using data, stakeholder feedback, and business needs.
• Connect performance expectations to Aya’s job architecture and leveling framework in partnership with HR and business leaders.
• Help define how performance, scope, complexity, impact, and readiness inform promotion decisions.
• Partner with external compensation consultants and internal HR partners to align job levels, compensation structures, performance outcomes, and promotion practices.
• Support integration of the Manager Expectations Framework into performance, leveling, promotion, and talent processes.
• Create tools that help managers distinguish strong performance in a current role from readiness for the next level.
• Design and implement a consistent approach to talent reviews and calibration across the organization.
• Develop tools, criteria, and facilitation guides for evidence-based talent decisions.
• Facilitate or support calibration conversations with HR and business leaders.
• Establish processes for identifying talent risks, development priorities, succession needs, and readiness for future roles.
• Serve as functional owner for performance and talent-management processes in Workday.
• Translate business and talent requirements into system requirements in partnership with HRIS.
• Support the design, testing, implementation, and continuous improvement of Workday talent functionality.
• Partner with HRIS on reporting, data quality, system enhancements, and user experience.
• Develop reporting and insights related to performance, promotions, talent movement, succession, and career progression.
• Establish ownership, decision rights, documentation, and governance for talent processes.
• Monitor adoption, consistency, and effectiveness across functions; use data and organizational insight to identify gaps and recommend improvements.
• Partner with HRBPs, HRIS, People Insights, L&D, external compensation consultants, and business leaders.
• Collaborate with L&D to translate talent-review and performance insights into development solutions.
• Create tools and resources to help managers and HR partners apply talent processes effectively.
• Lead change-management and stakeholder-engagement efforts related to new talent processes and systems.

Benefits

• Free premium medical, dental, life, and vision insurance.
• Generous 401(k) match.
• Reimbursements and discretionary bonuses for eligible employees where required by applicable law; bonuses are subject to the role and manager’s discretion.
• Paid sick leave in accordance with applicable laws; Aya’s general policy is one hour accrued for every 30 hours worked, subject to controlling applicable laws.
• Company-sponsored virtual events, happy hours, team-building activities, and a birthday treat.
• Unlimited DTO (time off).
• Daily virtual yoga, meditation, or boot camp classes.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager