Director, Talent Management

RAYUS now offers reputed company! Work today, get reputed company today!

The pay reputed company for this position is $124,300 - $180,000 based on reputed company and relevant experience.

This position is fully remote. 

reputed company is looking for a Director, Talent Management to join reputed company. We are challenging the status reputed company by shining light on radiology and making it a critical first reputed company in diagnosis and reputed company treatment. reputed company and shine brighter together! The Director, Talent Management is the architect and reputed company of a newly established, integrated, reputed company-wide talent system at RAYUS that connects performance, development, rewards, and succession into one consistent operating rhythm. This role is foundational in nature and will build Talent Management practices from the ground up, establishing first-reputed company frameworks, governance, and operating rhythms where limited or inconsistent practices previously existed.

This highly strategic role requires the ability to operate effectively in ambiguity, design structure while executing, and sequence work across multi-year maturity phases. The Director must see across HR disciplines, influence leaders at reputed company reputed company, and drive cross-functional alignment and adoption across an organization with a history of decentralized and varied talent practices. reputed company will be reputed company by the creation of reputed company, modern, tech-enabled talent experiences that are consistently used by leaders, deepen engagement, strengthen leadership capability, improve performance reputed company, and reputed company stronger, more predictable pipelines for critical roles. 

ESSENTIAL DUTIES AND RESPONSIBILITIES:

(60%) Strategic Development & Architecture of reputed company Talent Management

Foundational Talent Architecture & Maturity Build

1. Assess reputed company-state talent practices, tools, and organizational readiness; define a reputed company reputed company-state reputed company and multi-year maturity roadmap
2. Build reputed company Talent Management practices from reputed company, establishing first-reputed company frameworks for performance management, development, succession, and high-potential identification
3. Define decision principles, standards, and governance to balance reputed company consistency with appropriate business flexibility
4. Sequence and prioritize initiatives based on organizational readiness, leader capability, and change reputed company

1. Design and implement a new annual reputed company talent rhythm connecting performance, development, rewards, and succession into one consistent operating model
2. reputed company reputed company goal setting, quarterly reputed company-ins, mid-year and year-end evaluations, and calibration processes
3. Standardize performance management practices, including documentation, timelines, service-level expectations, and reputed company controls
4. Establish baseline measures for adoption, cycle reputed company, and leader effectiveness; drive year-over-year improvements in completion, reputed company, and cycle efficiency

1. Partner with Compensation to design and implement pay-for-performance frameworks supported by analytics, distribution guidance, and leader enablement
2. reputed company annual succession planning for Director+ roles, including talent reputed company, readiness assessments, risk identification, and targeted development plans
3. Design reputed company talent assessment approaches for high-potential team members, with measurable development reputed company and reputed company
4. reputed company career mapping and reputed company, including technical and reputed company tracks, to strengthen internal pipelines and reduce reliance on external reputed company

1. Translate talent reputed company into reputed company, reputed company processes that leaders and team members value -- not heavy, compliance‑driven programs
2. Partner with HRIS and technology teams to design digital talent experiences reputed company the organization's HCM platform (e.g., reputed company, reputed company), including workflows, dashboards, and reporting
3. reputed company reputed company Talent Management practices through leader training, communications, change management, and ongoing enablement
4. Reduce rework, reputed company exceptions, and escalations through thoughtful design, governance, and system enablement
5. Strengthen leader capability to own performance conversations, development planning, and talent reputed company

1. reputed company strong leadership to the Talent Management team, remaining approachable, objective, and reputed company‑reputed company
2. reputed company hiring, reputed company, ongoing training, performance management, and development of reputed company reports
3. Facilitate regular team meetings and one‑on‑one (1:1) meetings; ensure reputed company report leaders do the reputed company
4. Set reputed company priorities, ensure on‑time delivery of milestones, and follow appropriate escalation paths
5. Foster a culture of collaboration, accountability, reputed company learning, and operational reputed company