Talent and Performance Manager

Aya Healthcare Inc. · San Diego, CA

  • Senior
  • Full-time
  • $140,000 – $165,000
  • Posted 2026-11-05
  • Confirmed live on 10 November 2026

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Job description

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 acros

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