Senior Director of Talent Management at Unitek Learning

Tempe, Arizona, United States -

Full Time

Start Date

Immediate

Expiry Date

22 May, 26

Salary

0.0

Posted On

21 Feb, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Talent Architecture, Competency Frameworks, Talent Systems, Technology Enablement, Performance Reviews, Goal Setting, Development Planning, Product Owner, Roadmap Planning, HRIS Integration, Career Pathways, Role Leveling, Governance, Strategic Partnership, Workforce Strategy, Executive Presence

Industry

Higher Education

Description

Company Description As a leading healthcare education organization, Unitek Learning’s family of schools helps thousands of students launch and accelerate their careers every year. As a rapidly growing and highly successful company, Unitek is also a great place to pursue a rewarding and challenging career. We offer a competitive salary, generous benefits, unlimited growth potential, and a collegiate work environment. Job Description Purpose of the Position: The Senior Director, Talent Management, is the enterprise owner of the Company’s talent architecture. This role designs, integrates, and governs the systems that define what capability looks like across the organization and ensures those definitions connect directly to performance, development, and growth. This is a horizontal, enterprise role with authority to set standards, align processes, and partner with senior leaders across campuses and functions. The Director works in close partnership with Capability and Enablement leaders to ensure talent data informs development strategy and investment. Job responsibilities: Talent Architecture and Framework Ownership Own and evolve enterprise competency frameworks for employees, leaders, faculty, and campus presidents Define and maintain skills, proficiency expectations, and role-level clarity across the organization Ensure talent frameworks remain practical, behavior-based, and usable by managers Enterprise Talent Systems and Technology Enablement Own the design, configuration, and ongoing evolution of enterprise talent management technologies that support performance reviews, goal setting, competency assessments, and development planning. Translate talent strategy and process requirements into scalable, user-centered system configurations that are easy for employees and leaders to use. Build, launch, and continuously improve digital workflows that enable quarterly check-ins, annual reviews, and ongoing feedback at scale. Serve as the primary product owner for talent management platforms, including roadmap planning, release management, testing, and adoption. Partner with HRIS, IT, and external vendors to implement enhancements, integrations, and data standards that improve usability, reporting, and insight. Use system data and user feedback to refine processes, reduce friction, and increase adoption and effectiveness over time. Ensure talent systems are reliable, auditable, and aligned with governance, compliance, and organizational standards. Performance and Development Integration Ensure competencies are fully integrated into performance review processes Translate performance insights into actionable development pathways Partner with Capability and Enablement teams to align learning investments to documented capability gaps Career Pathways and Mobility Design career pathways and progression logic that support internal mobility and retention Establish consistent role leveling and growth expectations across campuses and functions Enable managers to have meaningful career and development conversations Enterprise Governance and Alignment Serve as the central point of governance for talent systems and standards Reduce fragmentation and duplication across campuses by establishing clear enterprise practices Balance enterprise consistency with local campus needs through structured partnership Strategic Partnership and Influence Partner with senior leaders to anticipate workforce capability needs Advise on talent risks, readiness, and development priorities Use data and frameworks to inform enterprise talent decisions Qualifications 8 to 10 or more years of experience in talent management, organizational development, or workforce strategy Proven experience designing and governing enterprise talent systems Experience in higher education, healthcare, or similarly regulated environments preferred Strong executive presence and ability to influence without relying on hierarchy alone Direct involvement in competency-based performance systems, preferred Partnerships with learning, capability, or enablement teams Additional Information We Offer: Medical, Dental and Vision starting the 1st of the month following 30 days of employment 2 Weeks’ starting Vacation per year. Increasing based on years of service with company 12 paid Holidays and 2 Floating Holiday 401K with a Company Match Company Paid Life Insurance at 1x’s your annual salary Leadership development and training for career advancement Tuition assistance and Forgiveness for you and your family up to 100% depending on program Type of Position : Hybrid

Responsibilities

This role serves as the enterprise owner of the talent architecture, designing, integrating, and governing systems that define organizational capability and connect directly to performance, development, and growth. Key duties include owning competency frameworks, managing talent technology platforms, integrating performance data into development pathways, and designing career mobility structures.