Talent and Performance Manager

Aya Healthcare is seeking a Manager of Performance Management & Talent Systems to design, build, and implement the foundational talent processes that support how we evaluate performance, make promotion decisions, and help employees grow. This role will establish a consistent, scalable approach to performance management, talent reviews, calibration, promotion decisions, and career progression across the organization. The role will also ensure these practices are connected to Aya’s job architecture, leveling framework, compensation structure, and Workday talent systems.

This is a builder role. The successful candidate will have experience creating or significantly redesigning talent processes and infrastructure — not simply administering established programs. They will bring strong judgment in ambiguous situations, use data to tell a clear story about where talent gaps exist, and translate complex talent concepts into practical tools, processes, and guidance leaders can use.

This person will work closely with senior HR and business leaders to shape how Aya thinks about performance, potential, promotion readiness, and leadership bench strength. They will not run programs from a distance — they will help design the system, influence how leaders use it, and build the accountability mechanisms needed to make talent decisions more consistent, evidence-based, and scalable.

Who We Are:

We’re an $8+ billion, rapidly growing workforce solutions provider in the healthcare industry. We deliver tech-enabled services that help healthcare organizations meet and manage their contingent labor needs. We build and manage tech-enabled marketplaces for national and local healthcare talent and deliver contingent labor management solutions through our proprietary software platform.

At Aya, we’re obsessed with creating exceptional experiences for our clients, clinicians, and employees. In fact, we put employee satisfaction above all else. Our team members are responsible for incomparable customer experience and we know that happy employees are critical to maintaining happy clients. We foster an entrepreneurial, high-energy, low-bureaucracy culture and value innovative thinking and creative problem solving. We embrace diversity in thought and backgrounds unified by a commitment to high achievement. When you join Aya, you’ll be surrounded by teammates who care about you as an individual and leaders who will help you grow both personally and professionally.

Responsibilities:

Design and Build Performance Management

Design and implement Aya’s performance-management philosophy, framework, and operating model.

Design, implement, and maintain consistent processes for goal setting, feedback, check-ins, performance reviews, and development conversations.

Create the annual talent calendar, manager guidance, templates, communications, and governance practices needed to support consistent execution.

Continuously evaluate and improve the process based on data, stakeholder feedback, and business needs.

Connect Performance to Career Growth and Rewards

Partner with HR and business leaders to connect performance expectations to Aya’s job architecture and leveling framework.

Help define how performance, scope, complexity, impact, and readiness inform promotion decisions.

Partner with our external compensation consultants and internal HR partners to ensure alignment between job levels, compensation structures, performance outcomes, and promotion practices.

Support the integration of the Manager Expectations Framework into performance, leveling, promotion, and talent processes.

Create practical tools that help managers understand the difference between strong performance in a current role and readiness for the next level.

Establish Talent Reviews and Calibration

Design and implement a consistent approach to talent reviews and calibration across the organization.

Develop tools, criteria, and facilitation guides that support evidence-based talent decisions.

Facilitate or support calibration conversations with HR and business leaders.

Establish processes for identifying talent risks, development priorities, succession needs, and readiness for future roles.

Enable Talent Systems in Workday

Serve as the functional owner for performance and talent-management processes in Workday.

Translate business and talent requirements into system requirements in partnership with HRIS.

Support the design, testing, implementation, and continuous improvement of Workday talent functionality.

Partner with HRIS on reporting, data quality, system enhancements, and user experience.

Build Talent Insights and Governance

Develop meaningful reporting and insights related to performance, promotions, talent movement, succession, and career progression.

Establish clear ownership, decision rights, documentation, and governance for talent processes.

Monitor adoption, consistency, and effectiveness across functions.

Use data and organizational insight to identify gaps and recommend improvements to talent practices.

Partner Across the Organization

Partner closely with HRBPs, HRIS, People Insights, L&D, external compensation consultants and business leaders.

Collaborate with L&D to translate talent-review and performance insights into appropriate development solutions.

Create practical tools and resources that help managers and HR partners apply talent processes effectively.

Lead change-management and stakeholder-engagement efforts related to new talent processes and systems.

Qualifications:

8+ years of progressive experience in talent management, performance management, organizational effectiveness, HR strategy, or a related field.

Bachelor’s Degree in HR, Business Administration, Organizational Development, or related field

HR certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or similar preferred.

Experience building and supporting talent management practices such as performance management, promotion processes, talent reviews, succession planning, career pathing, or job architecture.

Experience connecting performance management to job architecture, career frameworks, leveling, promotions, compensation, or succession planning.

Experience working with job architecture, compensation benchmarking, or human capital analytics tools and methodologies; experience with platforms or datasets such as Radford, McLagan, Mercer, WTW, or similar.

Experience building or operationalizing talent systems in Workday highly preferred, especially performance management, talent reviews, succession planning, career development, or job architecture.

Experience designing talent reviews, calibration processes, promotion frameworks, or other structured talent-decision practices.

Experience partnering with HRIS teams to implement or enhance talent processes in Workday (or other HRIS)

Strong process-design, project-management, analytical, facilitation, and stakeholder-management skills.

Experience working across a complex, multi-functional, or rapidly growing organization.

Strong consulting, partnering, and influencing skills, with the ability to align stakeholders and drive outcomes across teams.

Ability to manage multiple programs and priorities simultaneously while staying organized, responsive, and focused on execution.

What We Offer:

Free premium medical, dental, life and vision insurance

Generous 401(k) match

Aya also offers other benefits to those that are eligible and where required by applicable law, including reimbursements and discretionary bonuses

Aya provides paid sick leave in accordance with all applicable state, federal, and local laws. Aya’s general sick leave policy is that employees accrue one hour of paid sick leave for every 30 hours worked. However, to the extent any provisions of the statement above conflict with any applicable paid sick leave laws, the applicable paid sick