ABOUT ARTERA
Our Mission: Make healthcare #1 in customer service.
What We Deliver: Artera is an agentic company strengthening how healthcare providers communicate and care for patients. As an agentic partner, we bring over a decade of healthcare experience to address urgent workflows from day one and build custom solutions as healthcare providers’ needs evolve. Trusted by 1,000+ specialties, FQHCs, health systems, and federal agencies, Artera strengthens and protects and enhances patient relationships across every interaction - from intake and scheduling to referral management, post-visit care, and more.
Hear from our CEO, Guillaume de Zwirek, about why we are standing at the edge of the biggest technological shift in healthcare’s history!
Our award-winning culture: Our award-winning culture: Since founding in 2015, Artera has consistently been recognized for its innovative technology, business growth, and named a top place to work. Examples of these accolades include: Inc. 5000 Fastest Growing Private Companies (2020, 2021, 2022, 2023, 2024); Deloitte Technology Fast 500 (2021, 2022, 2023, 2024, 2025); Built In Best Companies to Work For (2021, 2022, 2023, 2024, 2025, 2026). Artera has also been recognized by Forbes as one of “America’s Best Startup Employers,” Newsweek as one of the “World’s Best Digital Health Companies,” and named one of the top “44 Startups to Bet your Career on in 2024” by Business Insider.
Applicants must be currently authorized and have the ability to provide proof of full-time, long-term authorization to work in the United States. We are unable to provide visa sponsorship or support visa transfers now or in the future.
Responsibilities
Role Design and Career Architecture
Partner with Heads of Departments and other functional leaders to continuously redesign role charters as AI capabilities evolve — translating "what this job is" from quarter to quarter
Own the career ladder framework across the company: leveling criteria, competency models, and promotion readiness standards that reflect AI-augmented expectations
Build the internal mobility model — how people move across squads, functions, and levels as the org reshapes
Coach employees and managers through career transitions from traditional to AI-augmented roles
Performance Management
Own the end-to-end performance cycle — framework design, calibration processes, 360 review facilitation, and manager tooling
Partner with the SVP of People and HR Team on performance calibration across functions, ensuring consistency of the bar
Build the mechanisms that surface promotion readiness, performance risk, and development needs in a repeatable, data-informed way
Learning, Enablement, and AI Upskilling
Design and run the AI upskilling strategy — how every Artera employee, across every function, raises their AI proficiency quarter over quarter
Build programs (not courses) — learning experiences that produce measurable productivity gains, not completion certificates
Partner with the Internal Knowledge and Tools Squad to operationalize AI-delivered skills assessments, personalized learning paths, and training content
Design the onboarding program so new hires reach their first meaningful deliverable in under four weeks
Manager Enablement
Own new-manager onboarding and ongoing manager training — from first-time leads through senior directors
Build the change management playbooks Artera leaders use when org design, roles, or tooling shift
Equip managers to run great 1:1s, deliver feedback, coach through AI-driven change, and own their team's health
Operating Rhythm
Own the monthly Talent and AI Enablement Review, inspecting AI proficiency, training impact, ramp time, manager effectiveness, and productivity gains with rotating leadership attendance
Contribute talent and enablement inputs to the Quarterly People Operating Review with the CEO and ELT
Bring a data-informed lens to everything — if it doesn't move a metric, it's not worth building
Requirements
8+ years of experience in talent development, organizational development, L&D, or performance management, ideally with exposure to high-growth and/or AI-native companies
Personal, daily fluency with AI tools (Claude, Claude Code, or similar) — you don't just talk about AI-augmented work, you live it in your own workflows
Proven track record designing career ladders, competency models, or leveling frameworks from scratch or through significant overhaul
Hands-on ownership of a full performance management cycle — including calibration, 360s, and manager enablement
Experience building learning and enablement programs that produced measurable business outcomes, not just training completion
Track record partnering cross-functionally with senior leaders (VP/C-level) as a trusted thought partner, not an order-taker
Strong systems thinking — you see role design, career growth, performance, and enablement as one connected system
Excellent judgment, discretion, and written communication; comfort presenting to executive audiences
Ability to operate autonomously at the director level while sitting in an IC seat
Ability to be onsite 4–5 days per week in Seattle or Santa Barbara, with occasional travel to other locations as needed
Bonus
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
Experience with Rippling (HRIS) and modern performance management tooling
Prior exposure to healthcare, SaaS, or other regulated industries