Talent Management & Workforce Planning Principal, Aurora

• The ideal candidate is a strategic thinker with deep business acumen, data-driven decision-making, and best-practice HR methodologies
• Business Athlete Mindset: You are deeply knowledgeable about the business and industry, comfortable navigating and leading others through ambiguity, pivoting quickly to address new challenges, and solving complex problems without a pre-existing playbook
• Systems Thinker: You recognize the connections across the organization, and take a holistic approach to analyzing situations and developing solutions that are sustainable in the longer term and account for system interdependencies
• Strategic Acumen: You have an ability to translate long-term business strategy into concrete talent and workforce initiatives
• Data-Driven: You use data and insights to proactively diagnose issues, inform your recommendations, influence decisions, and measure the impact of your work
• Execution Excellence: You deliver high quality results through leading projects and initiatives with milestones and delivery schedules in partnership with stakeholders, and develop clear action plans with results-oriented goals for measuring success
• Resilience and a Growth Mindset: You possess the resilience to thrive in a fast-paced environment and the ability to energize those around you
• Consulting & Partnering: You have a strong ability to build trust and credibility with business leaders as a subject matter expert, and to work effectively across multiple business areas and teams in a fast-paced environment
• Innovation: You have a continuous improvement mindset, seeking out and applying best practices and technology solutions in the HR space
• Change Management: You are skilled in leading organizational change and ensuring successful adoption of new HR processes
• Bachelor's degree in Human Resources (or related field) required. Advanced degree preferred
• Demonstrated success running large-scale, complex HR programs (e.g., annual performance cycle, talent review)
• Strong communication skills (written and verbal) to effectively address all organizational levels

Desirable

• Aurora hires talented people with diverse backgrounds who are ready to help build a transportation ecosystem that will make our roads safer, get crucial goods where they need to go, and make mobility more efficient and accessible for all
• We’re searching for a Head of Talent Management & Workforce Planning
• Be a key driver in shaping our organizational capabilities and ensuring long-term success
• This role is responsible for the design, implementation, and continuous improvement of three critical HR functions: Talent Management, Strategic Workforce Planning (SWP), and Performance Review
• Lead the design and administration of company-wide Talent Review and Succession Planning processes to identify, assess, and develop employees for critical roles
• Develop and manage career pathing frameworks and competency models that support employee growth and organizational agility
• Oversee the deployment of targeted development programs (e.g., leadership training, mentorship programs) to close identified skill gaps
• Integrate diversity and inclusion principles into all talent management and succession processes
• Design and execute a comprehensive SWP framework to analyze current workforce capabilities and forecast future talent needs based on business strategy
• Partner with Executive Leadership, Finance, Talent Acquisition, Compensation to align workforce strategies with business goals, budget, and growth projections
• Identify critical talent gaps, surpluses, and skill adjacencies, developing mitigation strategies (e.g., build, buy, borrow)
• Develop data-driven models and dashboards to track key workforce metrics, trends (internal and external), and the efficacy of SWP initiatives
• Own and refine the end-to-end Performance Review cycle (objective setting, check-ins, year-end reviews, calibration, compensation planning)
• Ensure the performance review system supports a high-performance culture by emphasizing clear expectations, continuous feedback, and fair, objective evaluation
• Educate managers and employees on performance management best practices and |effective coaching
• Analyze performance data to identify trends, ensure consistency, and recommend enhancements to drive higher employee engagement and productivity
• Collaborate with the People Technology team to design and implement system enhancements that streamline the performance review cycle and improve the user experience