Sr. Director, People Performance and Development

Health•San Francisco, CA

13d•$180,000 - $225,000•Remote

About The Position

At Habitat Health, we envision a world where older adults experience an independent and joyful aging journey in the comfort of their homes, enabled by access to comprehensive health care. Habitat Health provides personalized, coordinated clinical and social care as well as health plan coverage through the Program of All-Inclusive Care for the Elderly (“PACE”) in collaboration with our leading healthcare partners, including Kaiser Permanente. Habitat Health offers a fully integrated experience that brings more good days and a sense of belonging to participants and their caregivers. We build engaged, fulfilled care teams to deliver personalized care in our centers and in the home. And we support our partners with scalable solutions to meet the health care needs and costs of aging populations. Habitat Health is growing, and we’re looking for new team members who wish to join our mission of redefining aging in place. To learn more, visit https://www.habitathealth.com . Please note, this individual must live in California and will work remotely with occasional travel to our centers. Candidates located in San Francisco, CA, will be hybrid, working from our San Francisco office 3 times/week. The Senior Director, People Performance and Development is responsible for designing, implementing, and leading comprehensive talent strategies that align with organizational goals. This role oversees the full scope of talent management, including talent development, performance management, succession planning, and employee engagement, while championing a culture of continuous learning and development. The Director will collaborate closely with business leaders to ensure that talent initiatives drive organizational effectiveness and foster a high-performing, inclusive workplace. This leader will also work closely with other People Team Leaders (People Operations and Talent Attraction) to ensure learnings and insights gained about the team member journey are incorporated into all people functions.

Requirements

Aligns with our purpose and our values, and is excited about living those out in daily practice
Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s preferred.
8+ years of progressive experience in talent management or related HR disciplines in the healthcare delivery setting, including in a role where integrating culture into talent development and organizational norms was required.
Strong leadership, communication, and strategic planning skills.
Proven ability to build relationships and influence across all levels of the organization.
Experience with learning management systems and talent analytics is a plus.

Nice To Haves

Experience partnering directly with C-suite executives on talent strategy
Leading a talent management and learning function in a value-based care environment

Responsibilities

Develop and execute people performance and development strategies to set people up for success and readiness in their job and to keep them engaged and excited about the work they do
Partner with the Senior Director, People to build performance management processes, including goal setting, feedback, and evaluation frameworks.
Implement succession planning and leadership development initiatives to build a robust talent pipeline.
Analyze talent metrics and trends to inform strategic decisions and drive continuous improvement.
Oversee the People Business Partner function for participant facing team members:
Collaborate with senior leadership to understand business objectives and align talent strategies accordingly.
Ensure that People Business Partners provide excellent service and forward-thinking support to business leaders, including but not limited to:
Work with department heads to identify skill gaps and support workforce planning.
Identify recognition, development and engagement strategies, in partnership with the business, and oversee their execution.
Identify areas of flight risk and create a mitigation or support plan to ensure there is continuity of care and team.
Adhere to best practice for employee relations, investigations, and other interventions.
Partner on the creation of development and improvement plans, including following up on their effectiveness.
Collaborate with People Operations to ensure that People team workflows and policies are adhered to.
Lead the design and delivery of learning and development programs, ensuring they are aligned with business needs and support employee growth.
Oversee the end-to-end learning and development strategy that ensures job readiness and performance optimization.
Articulate and ensure leaders understand our learning and development framework.
Ensure the learning and development team is effectively able to:
Deliver an orientation and job readiness program that gets new hires to optimal performance more quickly.
Promote a learning culture by identifying and addressing organizational learning needs.
Evaluate the effectiveness of training initiatives and adjust programs to maximize impact.
Encourage the use of innovative learning technologies and methodologies to support team member development.
Build a leadership development program that equips leaders to perform their role and unlock team potential.