Senior Director, Workforce Planning & Talent Management

RadNet, Inc., McLean, VA, United States

#12767

Job Description

At Claritev, we pride ourselves on being a dynamic team of innovative professionals. Our purpose is simple - we strive to bend the cost curve in healthcare for all. Our dedication to service excellence extends to all our stakeholders – internal and external - driving us to consistently exceed expectations. We are intentionally bold, we foster innovation, we nurture accountability, we champion diversity and empower each other to illuminate our collective potential.

Be part of our amazing transformational journey as we optimize the opportunity towards becoming a leading technology, data, and innovation voice in healthcare. Onward and Upward!!!

JOB SUMMARY:

Claritev is a healthcare technology, data, and insights company leveraging more than four decades of claims data and an AI‑enabled platform to help payors, providers, and employers make smarter, faster healthcare decisions. As Claritev continues its evolution as a tech‑first, data‑driven 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 long‑term 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.

Job Roles and Responsibilities

1. Enterprise Talent & Workforce Strategy

Lead the design and execution of multi‑year 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 high‑potential 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 pay‑for‑performance 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 executive‑ready insights and narratives that influence decision‑making.
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 decision‑making.
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 data‑driven advisory.
Set clear priorities, reinforce strategic expectations, and ensure consistent, high‑quality delivery.
Foster a collaborative, business‑oriented, and analytically strong team culture.

Scope & Impact

Enterprise‑wide 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 long‑term workforce sustainability

Compensation: The salary range for this position is $160K- $180K . Specific offers take into account a candidate’s education, experience and skills, as well as the candidate’s work location and internal equity. This position is also eligible for health insurance, 401k and bonus opportunity.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field
10+ years of progressive HR or talent experience, with deep expertise in talent management, workforce planning, or organizational effectiveness
Demonstrated success leading enterprise‑level talent initiatives and advising senior leaders
Strong business acumen with the ability to translate strategy into practical talent solutions
Advanced analytical capability and comfort using workforce and talent data to drive decisions
Exceptional communication skills, executive presence, and ability to influence at senior levels

Preferred

Master’s degree in HR, Organizational Development, Business, or related field
Experience in healthcare, healthcare technology, or data‑driven environments
Background in transformation, consulting, or high‑growth organizations
HR certifications (SPHR, SHRM‑SCP, or equivalent)

Why This Role Matters

This role is central to ensuring Claritev’s talent systems, leadership capacity, and workforce strategy keep pace with the company’s growth and increasing complexity. By integrating workforce planning, talent management, and organizational effectiveness, the Senior Director, Talent Management enables leaders and teams to perform at their best—today and into the future.

Benefits

Medical, dental and vision coverage with low deductible & copay
Life insurance
Short and long-term disability
401(k) + match
Employee Stock Purchase Plan
Generous Paid Time Off – accrued based on years of service
- WA Candidates: the accrual rate is 4.61 hours every other week for the first two years of tenure before increasing with additional years of service
10 paid company holidays
Flexible Spending Account
Employee Assistance Program
Sick time benefits – for eligible employees, one hour of sick time for every 30 hours worked, up to a maximum accrual of 40 hours per calendar year, unless the laws of the state in which the employee is located provide for more generous sick time benefits

EEO Statement

Claritev is an Equal Opportunity Employer and complies with all applicable laws and regulations. Qualified applicants will receive consideration for employment without regard to age, race, color, religion, gender, sexual orientation, gender identity, national origin, disability or protected veteran status. If you would like more information on your EEO rights under the law, please click here.

Application Deadline

We will generally accept applications for at least 15 calendar days from the posting date or as long as the job remains posted.

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