Senior Talent Development Manager

• →Own and continuously evolve New Hire Orientation and the onboarding/immersion experience, ensuring new employees feel welcomed, informed, and set up for success from day one.
• →Partner with HRBPs, People Operations, and business leaders to identify gaps in the onboarding journey and recommend improvements grounded in feedback and data.

• Partner with Corporate Marketing and cross-functional teams to shape and reinforce Verathon’s Employer Value Proposition (EVP) and employer brand across the talent lifecycle, to attract and retain top talent.
• Own the Engagement survey process end-to-end, including rollout, results analysis, and partnering with leaders on action planning.
• Lead the Inclusion & Wellness program.

• Own new- manager training, from first-time managers to experienced leaders.
• Build programs (not just courses) that produce measurable productivity gains, not completion certificates.
• Own the LMS strategy, including content curation, curriculum structure, system administration, and adoption across the organization.
• Apply strong critical thinking and an AI-first mindset to identify opportunities where AI tools and technology can enhance program design, delivery, and efficiency.

• Own the career track framework (Career Tracks) across the company: leveling criteria, competency models, and promotion readiness standards that reflect AI-augmented expectations.
• Facilitate and/or enable teams to utilize Clifton StrengthsFinder sessions for teams and individuals to build self-awareness and strengthen team effectiveness.

• Gather Voice of Customer (VOC) feedback from employees and leaders to inform program design and recommend targeted solutions.
• Use metrics and data to measure the effectiveness and impact of talent development programs, reporting results to HR and business leadership.
• Build sustainment plans to ensure training and development initiatives create lasting behavior change rather than one-time events.
• Other ad hoc duties as needed.

• Bachelor’s degree in human resources, or a related field, or equivalent experience.
• Significant, progressive experience in talent development, learning & development, organizational development, or performance management, ideally with exposure to high-growth and/or AI-native companies.
• Experience with, or willingness to become certified in, Situational Leadership, Crucial Conversations, and similar leadership development frameworks.
• Experience owning or administering a Learning Management System (LMS), including content strategy and reporting.
• Personal, daily fluency with AI tools (e.g., Claude, Claude Code, or similar) comfortable applying AI in your own workflows, not just talking about it.
• Strong systems thinking — able to see role design, career growth, performance, and enablement as one connected system.
• Strong facilitation, consultation, and presentation skills, with the ability to engage audiences ranging from individual contributors to senior/executive leaders.
• Track record partnering cross-functionally with senior leaders as a trusted thought partner, not an order-taker.
• Ability to translate employee and leader feedback (VOC) and program metrics into clear, actionable recommendations.
• Excellent judgment, discretion, and written and verbal communication skills, with strong attention to detail and follow-through.
• Proficiency with Microsoft Office (Outlook, Word, Excel, PowerPoint) and HRIS/LMS platforms.
• Ability to manage multiple programs and priorities in a fast-paced, evolving environment, working both independently and collaboratively.

• Experience inside an AI-native or AI-forward company where AI was a core driver of how work got done.
• Background redesigning roles or career frameworks specifically in response to AI adoption.
• Prior exposure to healthcare, SaaS, or other regulated industries.
• Familiarity with Gallup-based tools (Hiring Assessment, Q12 Engagement Survey, StrengthsFinder) preferred.

 

Salary range - $135,000 - $170,000  (Compensation will vary based on skills, experience and location; it is not typical to be hired at or above the top of the salary range).

 

Full-time employees who are not on a commission plan are eligible for Verathon’s annual bonus plan based on company and individual performance.

 

Verathon provides a competitive benefits package including medical, dental, vision, basic life insurance, paid holidays, paid time off and a 401(k) matching plan.  For more information, please visit our complete Benefits Summary at https://www.verathon.com/sites/default/files/2026-02/US_HQ_Employee_Benefits_Summary.pdf.

Research shows that women and underrepresented groups tend to apply to jobs only when they check every box on a job posting. If you’re currently reading this and hesitating to click “Apply” for that reason, we encourage you to go for it! Even if you are not a match for this role, we may have another opportunity that may be a great fit.   Verathon is an equal opportunity employer and strongly supports diversity in the workplace.  We believe that diverse ideas, opinions and perspectives will build a strong foundation for success.  In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Verathon will be based on merit, qualifications, and abilities. Verathon does not discriminate in employment opportunities or practices on the basis of race, color, religion, sexual orientation, gender identity, national origin, age, disability, or any other characteristic protected by law.