Internal AI Job Board

Talent Development & Enablement Director

Artera - Seattle, WA / Santa Barbara, CA

This role is part of the Internal AI Job Board, a curated list of jobs for teams building or operating internal AI systems. Follow the original role page for the employer description, requirements, and application flow.

Compensation: $170,000 - $235,000 a year OUR APPROACH TO WORK LOCATION At Artera, we believe the best work happens when people are truly connected

Responsibilities

• 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
• 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
• 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
• 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
• 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

Qualifications

• 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
• 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.
• We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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