Talent Programs Lead

About This Opportunity

We are representing a confidential consumer products organization in their search for a Talent Programs Lead. This is a remote role for candidates based in California, Maine, Pennsylvania, Nevada, North Carolina, Texas, Colorado, Washington, Illinois, New York, Missouri, or Massachusetts, with strong preference for Pacific or Mountain time zones.

This role is for someone who builds the infrastructure that makes talent decisions consistent, defensible, and connected to actual business needs. Our client is rebuilding their leveling framework from the ground up and needs the person who can define what levels mean across every function, connect that framework to compensation, and own the programs that make growth transparent.

This is an individual contributor role with unusual scope and autonomy. You'll partner directly with senior People leadership on strategy while owning the execution end-to-end. If you need an existing playbook to follow, this isn't the role. If you've spent your career being the person who builds what was missing, this is your seat.

Responsibilities

• Compensation Analysis: Run market benchmarking using survey data (Radford or equivalent), build and maintain salary bands, model offers with internal equity in view, and deliver recommendations leaders can act on without relitigating the data.
• Job Architecture & Leveling: Help build the company's leveling framework across functions and own the rollout—train managers, calibrate real roles against the framework, answer edge cases, and maintain it as the organization evolves.
• Onboarding: Design and own the new hire experience from offer accept through the first 90 days, ensuring consistency and clarity around what each level means and what success looks like.
• Talent Management: Administer performance cycles, calibration sessions, career pathing, and development planning so growth conversations are grounded in the leveling framework rather than subjective assessments.
• Talent Acquisition (episodic): Run searches when requisitions open—partner with hiring managers on role definition, run structured processes, and hold the quality bar. This is a small portion of the role, but one where judgment is non-negotiable.
• AI-Enabled Execution: Use AI tools (Claude, ChatGPT, etc.) as working instruments for comp analysis, job description drafting, onboarding content, program reporting, and workflow automation. A one-person program function only works at this scope if you build it that way.

What We're Looking For

• 6+ years across HR/People programs and talent acquisition, with real depth in both—not a recruiter adjacent to HR, and not an HR generalist who hasn't defended bands or levels.
• Compensation fluency: You've worked with market survey data, built or maintained bands, and modeled offers with internal equity considerations.
• Leveling and job architecture experience: You've built, shaped, or operationalized a framework—not just applied someone else's. You understand the difference between level definitions and job descriptions.
• Program ownership: You've run recurring People programs end-to-end (onboarding, performance cycles, compliance training) and improved them iteratively.
• Recruiting judgment: You can run a high-quality search when needed and assess candidates against a clear bar.
• Experience in fast-changing environments: You've worked where org structure, strategy, and priorities all shifted in the same quarter, and you shipped v1 programs rather than waiting for conditions to settle.
• AI fluency: Demonstrated use of AI tools in day-to-day People work—analysis, drafting, reporting, workflow building.
• Sharp written communication: Much of your influence will be asynchronous and in writing with stakeholders who weren't in the conversation.
• Judgment and discretion: You'll see comp data, leveling decisions, and performance outcomes before most others and must be trusted with all of it.
• Pacific or Mountain time zone: The People leadership team operates on West Coast hours and needs real-time overlap.

Bonus qualifications: Hands-on experience with Radford/Aon compensation data; public company experience with audit and compliance exposure; experience supporting both corporate and operational populations across multiple states; HRIS/talent platform administration for performance cycles; background in consumer, e-commerce, or mission-driven organizations; experience building People functions with AI leverage rather than headcount.

How We Work With You

Candidates apply directly through Get A Job.ai. Our talent team will conduct an initial screening to understand your background and confirm fit with the role requirements. If we believe there's strong mutual alignment, we'll submit your profile to our client for consideration. Please do not contact the employer directly—all communication and interview coordination flows through our recruiting team to ensure a structured and professional process for all parties.

Pay

Pay via Get A Job.ai: $105,000–$130,000 USD annually, plus annual incentive target and equity. This is a full-time, exempt position. Our client determines compensation based on market-specific cost of living data, with the top of the range reserved for the most experienced candidates in the highest cost of living areas.

Benefits include medical, vision, and dental coverage, equity participation, and flexible paid time off.

Get A Job.ai is an equal opportunity recruiter. We welcome candidates of all backgrounds, experiences, abilities, and perspectives. If you require reasonable accommodation during the application or interview process, please let our team know.