ABOUT THE OPPORTUNITY This is a high-impact individual contributor role for a senior talent development leader who wants to build the playbook for what career growth, performance, and learning look like inside an AI-native company - not retrofit old programs onto new tools.
You'll own the systems that keep our workforce ahead of AI's pace: role charters that evolve as the work does, career ladders that reward AI-augmented output, performance frameworks that hold up under that bar, and manager enablement that makes all of it land. You'll sit on the People team reporting to the SVP of People for functional coherence, and spend the majority of your time cross-functionally - embedded with our Heads of Departments and other functional leaders - so the programs you build reflect how work actually gets done at Artera.
This role is for someone with the seniority and judgment to operate without a playbook, the craft to build programs that scale, and the personal fluency with AI tools to design an enablement function that looks nothing like a traditional L&D org.
ResponsibilitiesRole Design and Career Architecture- Partner with Heads of Departments and other functional leaders to continuously redesign role charters as AI capabilities evolve - translating "what this job is" from quarter to quarter
- Own the career ladder framework across the company: leveling criteria, competency models, and promotion readiness standards that reflect AI-augmented expectations
- Build the internal mobility model - how people move across squads, functions, and levels as the org reshapes
- Coach employees and managers through career transitions from traditional to AI-augmented roles
Performance Management- Own the end-to-end performance cycle - framework design, calibration processes, 360 review facilitation, and manager tooling
- Partner with the SVP of People and HR Team on performance calibration across functions, ensuring consistency of the bar
- Build the mechanisms that surface promotion readiness, performance risk, and development needs in a repeatable, data-informed way
Learning, Enablement, and AI Upskilling- Design and run the AI upskilling strategy - how every Artera employee, across every function, raises their AI proficiency quarter over quarter
- Build programs (not courses) - learning experiences that produce measurable productivity gains, not completion certificates
- Partner with the Internal Knowledge and Tools Squad to operationalize AI-delivered skills assessments, personalized learning paths, and training content
- Design the onboarding program so new hires reach their first meaningful deliverable in under four weeks
Manager Enablement- Own new-manager onboarding and ongoing manager training - from first-time leads through senior directors
- Build the change management playbooks Artera leaders use when org design, roles, or tooling shift
- Equip managers to run great 1:1s, deliver feedback, coach through AI-driven change, and own their team's health
Operating Rhythm- Own the monthly Talent and AI Enablement Review, inspecting AI proficiency, training impact, ramp time, manager effectiveness, and productivity gains with rotating leadership attendance
- Contribute talent and enablement inputs to the Quarterly People Operating Review with the CEO and ELT
- Bring a data-informed lens to everything - if it doesn't move a metric, it's not worth building
Requirements- 8+ years of experience in talent development, organizational development, L&D, or performance management, ideally with exposure to high-growth and/or AI-native companies
- Personal, daily fluency with AI tools (Claude, Claude Code, or similar) - you don't just talk about AI-augmented work, you live it in your own workflows
- Proven track record designing career ladders, competency models, or leveling frameworks from scratch or through significant overhaul
- Hands-on ownership of a full performance management cycle - including calibration, 360s, and manager enablement
- Experience building learning and enablement programs that produced measurable business outcomes, not just training completion
- Track record partnering cross-functionally with senior leaders (VP/C-level) as a trusted thought partner, not an order-taker
- Strong systems thinking - you see role design, career growth, performance, and enablement as one connected system
- Excellent judgment, discretion, and written communication; comfort presenting to executive audiences
- Ability to operate autonomously at the director level while sitting in an IC seat
- Ability to be onsite 4-5 days per week in Seattle or Santa Barbara, with occasional travel to other locations as needed
Bonus- Experience inside an AI-native or AI-forward company where AI was a core driver of how work got done
- Background redesigning roles or career frameworks specifically in response to AI adoption
- Experience with Rippling (HRIS) and modern performance management tooling
- Prior exposure to healthcare, SaaS, or other regulated industries
$170,000 - $235,000 a year
The compensation for this role will be based on level of experience and the geographic tier in which you are located. This position also comes with equity and a variety of benefits.
OUR APPROACH TO WORK LOCATIONArtera has hybrid office locations in Santa Barbara, CA, and Philadelphia (Wayne), PA, where team members typically come in three days a week. Specific frequency can vary depending on your team's needs, manager expectations and/or role responsibilities.
In addition to our U.S. office locations, we are intentionally building
geographically concentrated teams in several key metropolitan areas, which we call our "
Hiring Hubs." We are currently hiring remote candidates located within the following hiring hubs:
- Boston Metro Area, MA
- Chicago Metro Area, IL
- Denver Metro Area, CO
- Kansas City Metro Area (KS/MO)
- Los Angeles Metro Area, CA
- San Francisco / Bay Area, CA
- Seattle Metro Area, WA
This hub-based model helps us cultivate strong local connections and team cohesion, even in a distributed environment.
To be eligible for employment at Artera, candidates must reside in one of our hybrid office cities or one of the designated hiring hubs. Specific roles may call out location preferences when relevant.
As our hubs grow, we may establish local offices to further enhance in-person connection and collaboration.
While there are no current plans in place, should an office open in your area, we anticipate implementing a hybrid model. Any future attendance expectations would be developed thoughtfully, considering factors like typical commute times and access to public transit, to ensure they are fair and practical for the local team.
WORKING AT ARTERA Company benefits - Full health benefits (medical, dental, and vision), flexible spending accounts, company paid life insurance, company paid short-term & long-term disability, company equity, voluntary benefits, 401(k) and more!
Career development - Manager development cohorts, employee development funds
Generous time off - Company holidays, Winter & Summer break, and flexible time off
Employee Resource Groups (ERGs) - We believe that everyone should belong at their workplace. Our ERGs are available for identifying employees or allies to join.
