Senior Director, Workforce Planning & Talent Management

Claritev is a healthcare technology, data, and insights company leveraging more than four decades of claims data and an AIenabled platform to help payors, providers, and employers make smarter, faster healthcare decisions. As Claritev continues its evolution as a techfirst, datadriven organization, the Senior Director, Talent Management plays a critical role in ensuring the workforce, leadership pipeline, and organizational design scale in step with business strategy.

The Senior Director, Talent Management is a senior HR leader responsible for shaping and executing an integrated enterprise talent strategy that enables business performance, scalability, and transformation. This role brings together strategic workforce planning, talent management, succession planning, performance enablement, and organizational effectiveness into a single, cohesive agenda. Serving as a trusted advisor to senior and executive leaders, the Senior Director translates business strategy into actionable talent architecture-ensuring Claritev has the right capabilities, capacity, and leadership readiness to deliver on near and longterm objectives. The role leads a team of five (5) Talent Business Partners and partners closely with Finance, Strategy, Talent Acquisition, Learning & Development, and HR leadership.

1. Enterprise Talent & Workforce Strategy

• Lead the design and execution of multiyear workforce and talent management strategies aligned with Claritev's business priorities, growth plans, and transformation initiatives.
• Partner with Finance and business leaders to model workforce scenarios, forecast skills and capacity needs, and inform headcount, location, and investment decisions.
• Translate enterprise strategy into talent implications, including organizational design, role clarity, capability building, and operating model evolution.

2. Talent Management & Succession

• Own and continuously improve Claritev's enterprise talent management frameworks, including talent reviews, succession planning, and identification of critical and highpotential talent.
• Ensure strong leadership pipelines for key roles through proactive succession strategies and targeted development actions.
• Partner with Talent Growth & Development to align leadership and capability programs to identify talent, performance, and skills gaps.

3. Performance Enablement

• Provide strategic oversight of performance management and payforperformance practices to ensure alignment with business outcomes.
• Coach senior leaders on effective goal setting, feedback, differentiation, and management of underperformance.
• Ensure performance processes reinforce accountability, engagement, and results across the organization.

4. Organizational Effectiveness & Change Leadership

• Serve as a strategic advisor to leaders on organizational design, team effectiveness, and role clarity.
• Lead and support change management efforts related to growth, restructuring, technology adoption, and cultural evolution.
• Equip leaders to navigate change while maintaining engagement, productivity, and organizational health.

5. Talent Analytics & Insights

• Leverage workforce and talent analytics to identify trends in performance, engagement, retention, readiness, and capability.
• Translate data into executiveready insights and narratives that influence decisionmaking.
• Establish success metrics for talent programs and regularly report outcomes and impact to senior leadership.

6. Risk, Compliance & Governance

• Ensure talent management and workforce practices align with company policies and applicable legal and regulatory requirements.
• Advise leaders on risk related to performance decisions, talent actions, and workforce changes.
• Partner with Employee Relations, Legal, and HR leadership as needed to support sound decisionmaking.

7. Team Leadership

• Lead, coach, and develop a team of five Talent Business Partners, ensuring delivery of proactive, consultative talent support across the enterprise.
• Elevate TBP capability in workforce planning, talent assessment, succession, and datadriven advisory.
• Set clear priorities, reinforce strategic expectations, and ensure consistent, highquality delivery.
• Foster a collaborative, businessoriented, and analytically strong team culture.

Scope & Impact

• Enterprisewide accountability for talent management and workforce planning strategy
• High degree of autonomy and independent judgment
• Regular engagement with senior and executive leadership
• Direct influence on organizational readiness, leadership continuity, and longterm workforce sustainability