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 the United States, with strong preference for Pacific or Mountain time zones.

This is an individual contributor position with exceptional scope and autonomy. You'll partner directly with senior People leadership to build the compensation, leveling, and talent management infrastructure that defines how the organization develops and retains its team. This role carries unusual influence for an IC seat—your frameworks will shape decisions normally made two levels up.

Responsibilities

You will own the following program areas:

• Compensation Analysis: Benchmark roles against market survey data, build and maintain compensation bands, model offers with internal equity in view, and deliver clear recommendations that leaders can act on without relitigating the data.
• Leveling Framework: Help build the organization's leveling structure across functions and own the rollout—train managers, calibrate real roles against the framework, resolve edge cases, and maintain it as the company evolves.
• Onboarding: Design and own the new hire experience from offer acceptance through the first ninety days, ensuring consistency and clarity across all teams.
• Talent Management: Administer performance cycles, calibration sessions, career pathing, and development planning so growth conversations are grounded in the leveling framework rather than subjective opinion.
• Talent Acquisition (episodic): Run searches when requisitions open, partner with hiring managers on role definition, and hold a high bar throughout the process. This is a small portion of the role—the programs are the primary focus.
• AI-Enabled Execution: Use AI tools as working instruments for benchmarking analysis, content drafting, reporting, and workflow automation. A one-person function at this scope requires building leverage this way.

What We're Looking For

Required Experience and Skills:

• 6+ years across HR/People programs and talent acquisition, with demonstrated depth in both areas—not just adjacency to one or the other.
• Strong compensation fluency: experience working with market survey data (Radford or equivalent), building or maintaining bands, and modeling offers with internal equity considerations.
• Hands-on leveling and job architecture experience—you've built, shaped, or operationalized a framework, and you understand the critical difference between level definitions and job descriptions.
• Proven program ownership: you've run recurring People programs end to end (onboarding, performance cycles, compliance training) and improved them iteratively rather than simply repeating them.
• Solid recruiting judgment: you can run a structured search well and know how to assess for a high bar.
• Experience operating in fast-changing environments where org structure, strategy, and priorities shift frequently—you build anyway, shipping iteratively rather than waiting for stability.
• Demonstrated AI fluency in day-to-day People work using tools like Claude or ChatGPT for analysis, drafting, reporting, and workflow building.
• Exceptional written communication—much of your influence will be asynchronous and in writing with stakeholders who weren't in the room.
• Serious judgment and discretion with sensitive compensation, leveling, and performance data.
• Based in Pacific or Mountain time zones for real-time overlap with the People leadership team.

Bonus Qualifications:

• Hands-on experience with Radford/Aon compensation data.
• Public company experience with attention to compliance and record-keeping.
• Experience supporting both corporate and operational populations across multiple states.
• Experience running performance and calibration cycles in an HRIS or talent platform.
• Background in consumer, e-commerce, or mission-driven organizations.
• Experience building People functions with AI leverage rather than added headcount.

What Success Looks Like in Twelve Months:

• The leveling framework is live, published, and actively used by managers in real decisions.
• Compensation recommendations arrive with market data attached and are trusted without repeated debate.
• New hires ramp faster and can articulate what their level means and what growth looks like.
• Performance and calibration cycles run on a trusted cadence, grounded in consistent leveling language.
• When requisitions open, they result in strong hires without other programs slipping.

How We Work With You

Candidates apply directly through Get A Job.ai. Our recruiting team will conduct an initial screening to understand your background and fit for the role. We then submit qualified candidates to our client for consideration. Please do not attempt to contact the client directly—all communication flows through our talent team to ensure a structured and professional process.

Pay

Pay via Get A Job.ai has not been disclosed for this position. Compensation will be discussed during the screening process and will be competitive with market rates for this level of role and expertise.

This is a full-time, exempt position. The client offers competitive benefits including medical, vision, and dental coverage, equity participation, flexible paid time off, and employee discounts on products.

Equal Employment Opportunity: Get A Job.ai is committed to building diverse and inclusive candidate pipelines. We welcome applicants of all backgrounds, experiences, abilities, and perspectives, and we are an equal opportunity employer.