Manager, Performance and Employee Engagement Seattle, WA
Transcarent, Inc., Seattle, WA, United States
Manager, Performance and Employee Engagement
Seattle, WA
Transcarent is Hiring for a Full Time Senior Manager, AI & Leadership Enablement. This position is will be Hybrid for Applicants close to our Seattle, WA office and Remote for applicants outside of our Seattle, WA office.
Applicants with experience in designing and executing Performance Review processes & Management, Project Management, Employee Engagement Analysis with AI Fluency, this position is for you!
The Manager, Performance and Employee Engagement owns two critical functions that drive how Transcarent develops and listens to its people: performance management and employee engagement. You will design and execute our performance review process, manage talent planning efforts, and run the employee listening programs that help us understand what our people need to thrive.
This role requires someone who is highly organized, thrives in ambiguity, and can manage complex, cross‑functional programs with multiple stakeholders. You will be a trusted consultant to People Business Partners and leaders across the organization, helping them understand their data and take meaningful action. You should be excited about leveraging AI to make performance management more efficient and impactful, and you should be passionate about using employee feedback to make Transcarent the best place to work.
What You'll Do Performance Management
Own the execution and project management of Transcarent's performance review process end‑to‑end
Drive AI enablement of performance management—identifying opportunities to leverage AI tools that increase efficiency, reduce administrative burden, and improve the quality of feedback and development conversations
Manage the performance review calendar, communications, training, and system configuration to ensure a seamless experience for employees and managers
Partner with People Business Partners and leaders to ensure the process drives meaningful performance conversations and development outcomes
Continuously improve the performance management approach based on feedback, best practices, and organizational needs
Talent Management
Manage talent management programs including top talent reviews, succession planning, and talent calibration sessions
Partner with leaders and People Business Partners to identify, develop, and retain high‑potential employees
Track and report on talent planning metrics, providing insights that inform workforce and succession decisions
Maintain talent data integrity and ensure leaders have the information they need to make talent decisions
Employee Engagement & Listening Programs
Manage Transcarent's biannual employee engagement survey from design through execution and action planning
Build and configure surveys in the platform ensuring questions align with organizational priorities and drive actionable insights
Develop and execute participation strategies that drive best‑in‑class response rates across the organization
Analyze survey results and build executive‑level presentations that translate data into clear, compelling narratives
Act as a consultant to People Business Partners and leaders, helping them understand their results and develop meaningful action plans
Build feedback loops that track progress on action plans and demonstrate how employee feedback is driving change
Manage employee listening touchpoints across the employee lifecycle, including onboarding surveys, exit surveys, and pulse checks
Identify trends and themes across listening channels and surface insights that help Transcarent continuously improve the employee experience
What We're Looking For Required Experience
7+ years of experience in performance management, employee engagement, talent management, or a related People/HR function
Demonstrated experience designing and executing performance review processes at scale
Experience managing employee engagement surveys, including survey design, analysis, and action planning
Strong project management skills with the ability to manage complex programs with multiple stakeholders and competing priorities
Track record of translating data into insights and recommendations for leaders
Exceptional organization : Manages complex, multi‑stakeholder programs with precision and attention to detail
Project management expertise : Plans, executes, and delivers programs on time with clear communication throughout
Stakeholder management : Builds trust and credibility with leaders and People Business Partners; navigates competing priorities with diplomacy
Highly adaptable : Thrives in fast‑paced environments with changing priorities; stays calm and solution‑oriented when plans shift
AI fluency : Comfortable with AI tools and excited about leveraging technology to improve People processes
Analytical mindset : Ability to analyze survey data and talent metrics, identify patterns, and translate findings into actionable recommendations
Consulting orientation : Acts as a trusted advisor to leaders, helping them interpret data and take meaningful action
Strong communication : Clear, concise written and verbal communication; able to present to executives with confidence
Employee‑centered approach : Keeps the employee experience at the heart of all program decisions
Preferred Qualifications
Experience with Culture Amp or similar employee engagement platforms
Experience with performance management systems
Background in talent management, succession planning, or organizational development
Experience in healthcare, technology, or high‑growth environments
Familiarity with using AI tools to enhance People processes
As a remote position, the salary range for this role is:
$125,000 - $125,000 USD
Who we are Transcarent is the One Place for Health and Care™ , bringing medical, pharmacy, and point solutions together with the WayFinding™ experience, the first and only generative AI‑powered health and care platform for health consumers. Our WayFinding experience, paired with transparent and consumer‑driven pharmacy care, 2nd.MD expert medical opinions, and virtual primary care, works seamlessly with comprehensive Care Experiences – Cancer Care, Surgery Care, and Weight Health – to support people with all of their health needs, simple or serious. More than 1,700 employers and health plans rely on us to provide information, guidance, and care, empowering health consumers with more choice, an experience they love, access to higher‑quality care, and lower costs for 21 million Members. For more information, visit transcarent.com , and follow us on LinkedIn .
At Transcarent, our values guide everything we do:
People First:
We prioritize our Members, clients, and each other in every decision
Care:
Every decision starts with improving health and care for our Members
Resilience:
We push boundaries and take the uncharted path to change an industry
Results:
We take ownership, solve with speed, and deliver for our people and each other
Humble and Human:
We lead with humility, bring fun to tough moments, and go further together
Total Rewards Individual compensation packages are based on a few different factors unique to each candidate, including primary work location and an evaluation of a candidate’s skills, experience, market demands, and internal equity.
Salary is just one component of Transcarent's total package. All regular employees are also eligible for the corporate bonus program or a sales incentive (target included in OTE) as well as stock options.
Our benefits and perks programs include, but are not limited to:
Competitive medical, dental, and vision coverage
Competitive 401(k) Plan with a generous company match
Flexible Time Off/Paid Time Off, 13 paid holidays
Protection Plans including Life Insurance, Disability Insurance, and Supplemental Insurance
Mental Health and Wellness benefits
Transcarent is an equal opportunity employer Transcarent is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. If you are a person with a disability and require assistance during the application process, please don’t hesitate to reach out!
Research shows that candidates from underrepresented backgrounds often don’t apply unless they meet 100% of the job criteria. While we have worked to consolidate the minimum qualifications for each role, we aren’t looking for someone who checks each box on a page; we’re looking for active learners and people who care about disrupting the current health and care with their unique experiences.
Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.
As set forth in Transcarent’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.
If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:
A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.
A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Voluntary Self-Identification of Disability Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp .
How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:
Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn’s Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention‑deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism)
Traumatic brain injury
Public Burden Statement According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
#J-18808-Ljbffr
Transcarent is Hiring for a Full Time Senior Manager, AI & Leadership Enablement. This position is will be Hybrid for Applicants close to our Seattle, WA office and Remote for applicants outside of our Seattle, WA office.
Applicants with experience in designing and executing Performance Review processes & Management, Project Management, Employee Engagement Analysis with AI Fluency, this position is for you!
The Manager, Performance and Employee Engagement owns two critical functions that drive how Transcarent develops and listens to its people: performance management and employee engagement. You will design and execute our performance review process, manage talent planning efforts, and run the employee listening programs that help us understand what our people need to thrive.
This role requires someone who is highly organized, thrives in ambiguity, and can manage complex, cross‑functional programs with multiple stakeholders. You will be a trusted consultant to People Business Partners and leaders across the organization, helping them understand their data and take meaningful action. You should be excited about leveraging AI to make performance management more efficient and impactful, and you should be passionate about using employee feedback to make Transcarent the best place to work.
What You'll Do Performance Management
Own the execution and project management of Transcarent's performance review process end‑to‑end
Drive AI enablement of performance management—identifying opportunities to leverage AI tools that increase efficiency, reduce administrative burden, and improve the quality of feedback and development conversations
Manage the performance review calendar, communications, training, and system configuration to ensure a seamless experience for employees and managers
Partner with People Business Partners and leaders to ensure the process drives meaningful performance conversations and development outcomes
Continuously improve the performance management approach based on feedback, best practices, and organizational needs
Talent Management
Manage talent management programs including top talent reviews, succession planning, and talent calibration sessions
Partner with leaders and People Business Partners to identify, develop, and retain high‑potential employees
Track and report on talent planning metrics, providing insights that inform workforce and succession decisions
Maintain talent data integrity and ensure leaders have the information they need to make talent decisions
Employee Engagement & Listening Programs
Manage Transcarent's biannual employee engagement survey from design through execution and action planning
Build and configure surveys in the platform ensuring questions align with organizational priorities and drive actionable insights
Develop and execute participation strategies that drive best‑in‑class response rates across the organization
Analyze survey results and build executive‑level presentations that translate data into clear, compelling narratives
Act as a consultant to People Business Partners and leaders, helping them understand their results and develop meaningful action plans
Build feedback loops that track progress on action plans and demonstrate how employee feedback is driving change
Manage employee listening touchpoints across the employee lifecycle, including onboarding surveys, exit surveys, and pulse checks
Identify trends and themes across listening channels and surface insights that help Transcarent continuously improve the employee experience
What We're Looking For Required Experience
7+ years of experience in performance management, employee engagement, talent management, or a related People/HR function
Demonstrated experience designing and executing performance review processes at scale
Experience managing employee engagement surveys, including survey design, analysis, and action planning
Strong project management skills with the ability to manage complex programs with multiple stakeholders and competing priorities
Track record of translating data into insights and recommendations for leaders
Exceptional organization : Manages complex, multi‑stakeholder programs with precision and attention to detail
Project management expertise : Plans, executes, and delivers programs on time with clear communication throughout
Stakeholder management : Builds trust and credibility with leaders and People Business Partners; navigates competing priorities with diplomacy
Highly adaptable : Thrives in fast‑paced environments with changing priorities; stays calm and solution‑oriented when plans shift
AI fluency : Comfortable with AI tools and excited about leveraging technology to improve People processes
Analytical mindset : Ability to analyze survey data and talent metrics, identify patterns, and translate findings into actionable recommendations
Consulting orientation : Acts as a trusted advisor to leaders, helping them interpret data and take meaningful action
Strong communication : Clear, concise written and verbal communication; able to present to executives with confidence
Employee‑centered approach : Keeps the employee experience at the heart of all program decisions
Preferred Qualifications
Experience with Culture Amp or similar employee engagement platforms
Experience with performance management systems
Background in talent management, succession planning, or organizational development
Experience in healthcare, technology, or high‑growth environments
Familiarity with using AI tools to enhance People processes
As a remote position, the salary range for this role is:
$125,000 - $125,000 USD
Who we are Transcarent is the One Place for Health and Care™ , bringing medical, pharmacy, and point solutions together with the WayFinding™ experience, the first and only generative AI‑powered health and care platform for health consumers. Our WayFinding experience, paired with transparent and consumer‑driven pharmacy care, 2nd.MD expert medical opinions, and virtual primary care, works seamlessly with comprehensive Care Experiences – Cancer Care, Surgery Care, and Weight Health – to support people with all of their health needs, simple or serious. More than 1,700 employers and health plans rely on us to provide information, guidance, and care, empowering health consumers with more choice, an experience they love, access to higher‑quality care, and lower costs for 21 million Members. For more information, visit transcarent.com , and follow us on LinkedIn .
At Transcarent, our values guide everything we do:
People First:
We prioritize our Members, clients, and each other in every decision
Care:
Every decision starts with improving health and care for our Members
Resilience:
We push boundaries and take the uncharted path to change an industry
Results:
We take ownership, solve with speed, and deliver for our people and each other
Humble and Human:
We lead with humility, bring fun to tough moments, and go further together
Total Rewards Individual compensation packages are based on a few different factors unique to each candidate, including primary work location and an evaluation of a candidate’s skills, experience, market demands, and internal equity.
Salary is just one component of Transcarent's total package. All regular employees are also eligible for the corporate bonus program or a sales incentive (target included in OTE) as well as stock options.
Our benefits and perks programs include, but are not limited to:
Competitive medical, dental, and vision coverage
Competitive 401(k) Plan with a generous company match
Flexible Time Off/Paid Time Off, 13 paid holidays
Protection Plans including Life Insurance, Disability Insurance, and Supplemental Insurance
Mental Health and Wellness benefits
Transcarent is an equal opportunity employer Transcarent is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. If you are a person with a disability and require assistance during the application process, please don’t hesitate to reach out!
Research shows that candidates from underrepresented backgrounds often don’t apply unless they meet 100% of the job criteria. While we have worked to consolidate the minimum qualifications for each role, we aren’t looking for someone who checks each box on a page; we’re looking for active learners and people who care about disrupting the current health and care with their unique experiences.
Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.
As set forth in Transcarent’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.
If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:
A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.
A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Voluntary Self-Identification of Disability Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp .
How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:
Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn’s Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention‑deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism)
Traumatic brain injury
Public Burden Statement According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
#J-18808-Ljbffr