_Help at Home is the nation’s leading provider of high-quality care and support solutions. Our goal is to enable the highest level of personal independence and meaningful lives for our clients. Help at Home is committed to delivering a gold standard in care through our attentive and well-trained staff who support making it possible to keep people comfortably and safely within their homes and communities._ **Job Summary:** The Senior Director of Talent Development will drive the strategic design, implementation, and evaluation of talent development initiatives at Help at Home. This role will lead learning and development for healthcare operations staff, oversee leadership and career development programs, manage performance management systems, and implement talent management processes and succession planning strategies. The Senior Director will ensure the creation of a robust talent pipeline and foster continuous performance improvement across the organization. **_As a People Leader:_** + You lead with empathy, vulnerability, and honesty. + Must have a love of learning. + Endless curiosity and an _enthusiasm_ for _continuous_ improvement + Team-first mindset + Empower and inspire full time associates through coaching. + _Hold others to high_ _standard._ + _Knows how and when to celebrate_ _success._ **Essential Duties and Responsibilities:** **_Learning & Development:_** + Design and implement comprehensive, scalable training programs tailored to meet the needs of front-line healthcare professionals and operational leaders, ensuring alignment with organizational goals. + Assess, refine, and enhance the onboarding curriculum and experience, particularly for high-volume roles, to ensure seamless integration and long-term success for new hires. + Develop and execute both foundational and advanced leadership development programs to support leadership at all levels, fostering growth and leadership capabilities within the organization. + Drive the development of leadership pipelines by implementing mentoring, coaching, and targeted development programs aimed at nurturing high-potential employees and preparing them for future leadership roles. + Define and measure key employee development metrics, including those linked to specific flagship experiences, to track progress, evaluate effectiveness, and continuously improve learning outcomes. + Build and refine a robust performance support strategy by creating more accessible, on-demand resources that empower caregivers and operational leaders to perform effectively and efficiently. **_Talent Management & Succession Planning:_** + Identify key leadership and critical positions, and develop targeted succession plans to ensure seamless transitions and long-term organizational stability. + Utilize data-driven insights to assess talent readiness, identify skill gaps, and develop strategies to close those gaps, ensuring a strong and prepared workforce. + Create and implement clear, structured career paths that motivate employees to advance in their roles and progress towards higher-level opportunities within the organization. + Evaluate and implement career development solutions to strengthen general management and market-level leadership, with a focus on gaining key cross-functional experience. **_Performance Management:_** + Oversee the performance management process, ensuring alignment with annual reward cycles and seamless integration between performance outcomes and compensation structures. + Champion and promote a culture that emphasizes accountability, open communication, and ongoing feedback to drive individual and organizational growth. + Lead the transition of performance management systems and processes to Workday, ensuring smooth implementation and effective adoption across the organization. **Required Skills/Abilities:** + Demonstrated ability to effectively influence senior stakeholders and collaborate closely with them to understand role design, performance, and skill implications. + Extensive knowledge in conducting learning needs analysis to identify skill gaps and develop targeted learning strategies. + Proven leadership in talent assessment processes, with a strong track record of driving solutions and processes that strengthen succession pipelines. + Expertise in designing and implementing innovative, high-impact learning solutions that are scalable and deliver measurable results. + Seasoned people leader with a collaborative, authentic leadership style that fosters team engagement and drives results. + Strong communication skills, oral and written. + Proficient with Microsoft Office Suite. **Education and Experience:** + Bachelor’s degree required; master’s degree preferred in human resources, organizational development, or related field. + 10+ years of experience in talent development and L&D leadership within large organizations, preferably in high, volume operations environments (healthcare, retail, or customer service). + Proven success in designing leadership development programs, managing performance systems, and implementing succession plans. + Experience designing talent assessment and a system of development practices to drive purposeful development through experience. + Experience in leading performance management initiatives, with exposure to platforms such as Workday, to optimize team and individual performance. **Benefits:** + Weekly pay with salary ranges from $175- 225,000 K annually. + Direct deposit + Healthcare, dental, and vision insurance + Paid time off and parental leave + 401k + Ongoing, in-depth training opportunities + Meaningful work with clients who need your help + Career growth and experience with an industry leader with 40+years of history in a high-demand field \#LI-LT1