Senior Manager, Strategic Talent Elevation

Job not on LinkedIn

🕒 September 11

🌲 Oregon – Remote

🌲 Oregon – Remote

⏰ Full Time

🟠 Senior

👔 Manager

👻 Ghost score 25%

What it means: how likely this posting is sitting open without active hiring.How to read it: 60% or higher means we think this is a ghost. Lower scores are less of a worry.How we score it: age, reposts, open roles vs team size, how fast jobs close, and whether pay is listed.Fine print: an estimate from public data, not a judgment of the company. Real jobs can score high, so treat it as a hint, not a fact.

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Kindercare

WebsiteLinkedInAll Job Openings

1 - 1 employees

🏥 Healthcare

🧘 Wellness

Healthcare • Wellness

Kindercare is a medical practice focused on identifying and addressing factors that contribute to health conditions linked to allergies, nutritional status, and environmental influences. It aims to amend such conditions where possible using avoidance strategies, nutritional supplementation, lifestyle changes, and other therapeutic modalities.

📋 Description

• Co-own enterprise talent strategy with the VP, Talent Strategy & Elevation • Architect philosophy, governance, frameworks, and multi-year roadmap for talent management • Operationalize performance management, talent reviews, succession, pipeline, workforce planning, and organizational effectiveness programs • Design calibration philosophy, succession methodology, performance differentiation, and segmentation criteria • Own enterprise talent calendars, toolkits, launch governance, readiness checks, analytics, and follow-through • Build annual calibration processes and manager toolkits • Govern PIP and coaching standards across brands • Own performance outcomes analytics and maintain HRIS talent modules • Architect talent review processes, assessment frameworks, readiness ratings, and talent segmentation • Define high-potential identification criteria, program efficacy metrics, and success measures • Build succession planning methodology and critical-role succession plans • Drive internal mobility strategy, career pathing frameworks, and cross-brand mobility • Connect succession depth, skills gap analysis, and readiness data to workforce planning • Partner on organizational effectiveness diagnostics and people-program efficacy measurement • Lead program launch governance and report metrics to the VP and CHRO • Travel regularly to centers and field sites to learn brand nuances and build relationships with field leaders

🎯 Requirements

• 8+ years of progressive HR experience • At least 3 years owning or co-owning enterprise-level talent management programs and leading a team • Proven experience architecting talent review, succession, and performance systems from the ground up • Experience inside a large, distributed organization; 10,000+ employees strongly preferred • Developed talent philosophy and ability to contribute to strategy conversations with senior stakeholders • Exceptional operational discipline, including building calendars, designing toolkits, tracking milestones, and follow-up • Skilled in facilitation, stakeholder management, executive presence, and influencing without authority in a matrixed environment • Strong collaborative instincts with L&D, HR Operations, and HRBP partners • Strong data orientation and ability to build narratives from talent outcomes data • Workday Talent or equivalent HRIS experience required • Genuine desire to visit centers, learn brands, and build relationships beyond the corporate center • Comfortable with periodic travel for program delivery • Ability to travel up to 25%

🏖️ Benefits

• Discounted child care benefits • Medical, dental, and vision benefits for employees’ families and pets • Employee assistance programs • Health and wellness programs • Paid time off • Discounts for work necessities, such as cell phones