Artera 223h ago

New

USD 170000–235000/yr

Talent Development & Enablement Director

United States·SeattleFull Timeexecutive

OtherDirector

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Quick Summary

Key Responsibilities

- 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,

Technical Tools

OtherDirector

ABOUT ARTERA

Our Mission: Make healthcare #1 in customer service.

What We Deliver: Artera, a SaaS leader in digital health, transforms patient experience with AI-powered virtual agents (voice and text) for every step of the patient journey. Trusted by 1,000+ provider organizations — including specialty groups, FQHCs, large IDNs and federal agencies — engaging 100 million patients annually. Artera’s virtual agents support front desk staff to improve patient access including self-scheduling, intake, forms, billing and more. Whether augmenting a team or unleashing a fully autonomous digital workforce, Artera offers multiple virtual agent options to meet healthcare organizations where they are in their AI journey. Artera helps support 2B communications in 109 languages across voice, text and web. A decade of healthcare expertise, powered by AI.

Our Impact: Trusted by 1,000+ provider organizations — including specialty groups, FQHCs, large IDNs and federal agencies — engaging 100 million patients annually. Hear from our CEO, Guillaume de Zwirek, about why we are standing at the edge of the biggest technological shift in healthcare’s history!

Our award-winning culture: Our award-winning culture: Since founding in 2015, Artera has consistently been recognized for its innovative technology, business growth, and named a top place to work. Examples of these accolades include: Inc. 5000 Fastest Growing Private Companies (2020, 2021, 2022, 2023, 2024); Deloitte Technology Fast 500 (2021, 2022, 2023, 2024, 2025); Built In Best Companies to Work For (2021, 2022, 2023, 2024, 2025, 2026). Artera has also been recognized by Forbes as one of “America’s Best Startup Employers,” Newsweek as one of the “World’s Best Digital Health Companies,” and named one of the top “44 Startups to Bet your Career on in 2024” by Business Insider.

Applicants must be currently authorized and have the ability to provide proof of full-time, long-term authorization to work in the United States. We are unable to provide visa sponsorship or support visa transfers now or in the future.

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.

Role 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

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

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

OUR APPROACH TO WORK LOCATION

Artera 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.

EQUAL EMPLOYMENT OPPORTUNITY (EEO) STATEMENT

Artera is an Equal Opportunity Employer and is committed to fair and equitable hiring practices. All hiring decisions at Artera are based on strategic business needs, job requirements, and individual qualifications. All candidates are considered without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetics, protected veteran status, or any other protected status.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire.

Artera is committed to providing employees with a work environment free of discrimination and harassment; Artera will not tolerate discrimination or harassment of any kind. Artera provides reasonable accommodations for applicants and employees in compliance with state and federal laws. If you need an accommodation, please reach out to hr@artera.io.

DATA PRIVACY

Artera values your privacy. By submitting your application, you consent to the processing of your personal information provided in conjunction with your application. For more information please refer to our Privacy Policy.

SECURITY REQUIREMENTS

All employees are responsible for protecting the confidentiality, integrity, and availability of the organization’s systems and data, including safeguarding Artera’s sensitive information such as, Personal identifiable Information (PII) and Protected Health Information (PHI). Those with specific security or privacy responsibilities must ensure compliance with organizational policies, regulatory requirements, and applicable standards and frameworks by implementing safeguards, monitoring for threats, reporting incidents, and addressing data handling risks or breaches.