Director - Talent Management & People Analytics
About the Role
As Director, Talent Management & People Analytics, you will design, scale, and evolve the systems that help Latticians do their best work, while using Lattice to power Lattice. You will own our performance and engagement strategy, embedding DEIB and people analytics across all talent programs.
You will connect reviews, promotions, compensation insights, and engagement to our company level goals, through a consistent, equity-focused data framework. By delivering clear visibility into talent health, performance quality, and organizational risk, you will enable leaders to make informed decisions that strengthen accountability, fairness, and business outcomes.
What You Will Do
Continuous Performance Strategy
Own and evolve the company-wide performance framework, moving beyond traditional review cycles to build sustainable habits of ongoing feedback and development.
Design creative approaches that reinforce continuous performance using our own technology to drive adoption and behavior change.
Partner with our Learning & Development (L&D) team to enable managers to build a culture of clear expectations, frequent feedback, and accountability.
Lead end-to-end program for performance cycles, ensuring clear timelines, ownership, and execution.
Build comprehensive communication plans and adjust messaging as business needs evolve.
Develop practical enablement resources and training to support managers and employees.
Lead enterprise calibration processes and monitor outcomes for rigor and equity.
People Analytics & Talent Reporting
Deliver monthly and quarterly people and talent reporting, including progress against company level goals and talent strategy priorities.
Define and track core metrics such as performance distributions, promotion rates, regretted attrition, compensation outcomes, and engagement trends.
Conduct cyclical analysis of performance reviews, promotions, and compensation outcomes, inclusive of pay-equity analysis.
Assess program effectiveness and alignment to business and talent strategy.
Analyze equity patterns across performance and rewards decisions and drive accountability for improvement.
Engagement Strategy
Own the enterprise engagement strategy, including annual and pulse surveys.
Continuous optimization of lifecycle surveys (onboarding, exit, ad hoc).
Translate engagement data into clear insights and measurable action plans tied to company level goals.
Track the impact of engagement initiatives over time.
Team Leadership
Manage and develop a Program Manager responsible for DEIB programming and performance operations.
Set clear priorities, operating rhythms, and development plans.
Build strong program management and analytical capability within the team.
External Thought Partnership
Translate our internal experimentation into insights that inform and inspire our customers.
Stay current on talent management, performance, engagement, and people analytics trends, bringing forward new ideas and benchmarks to continuously improve our approach.
Executive Partnership
Advise senior leaders in partnership with People Partners on talent health, performance trends, and organizational risk, aligning insights with business strategy and driving coordinated action plans.
Present integrated performance, engagement, and other talent insights to executive leadership.
Support data-informed talent decisions across the business.
What You Will Bring to the Table
10+ years of experience in Talent Management, Organizational Development, and/or People Analytics.
Demonstrated ownership of enterprise-wide performance and engagement programs.
Strong program and project management skills, including building and executing detailed plans across stakeholders.
Experience developing communication strategies and enablement resources for company-wide initiatives.
Experience linking talent metrics directly to business performance indicators.
Strong workforce analytics capability, including building reports and interpreting complex data.
Advanced analytical proficiency in Excel.
Experience leading performance review and calibration processes and analyzing equity in performance and compensation outcomes.
Experience managing and developing direct reports.
Ability to influence senior leaders with clear, data-driven recommendations.
Creativity in designing systems and habits that reinforce continuous performance.
Intellectual curiosity and commitment to staying ahead of industry trends.
Nice to Have but Not Required
Experience with Lattice or similar performance and engagement platforms.
Experience with HRIS and BI tools (e.g., Tableau, Looker).
Advanced analytical proficiency in R, SQL, or similar.
Experience engaging with customers or external audiences to share evidence based approaches.
The estimated annual cash salary for this role is $198,500 - $223,000. This position is also eligible for incentive stock options, subject to the terms of Lattice’s applicable plans.
Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: Medical insurance; Dental insurance; Vision insurance; Life, AD&D, and Disability Insurance; Emergency Weather Support; Wellness Apps; Paid Parental Leave, Paid Time off inclusive of holidays and sick time; Commuter & Parking Accounts; Internet and Phone Stipend; One time WFH Office Set-Up Stipend; 401(k) retirement plan; Financial Planning; and Learning & Development Budget
*Note on Pay Transparency:
Lattice provides an estimate of the compensation for roles that may be hired as required by state regulations. Compensation may vary based on (a) location, as Lattice factors in specific location when benchmarking compensation for most roles; (b) individual candidate skills and qualifications; and (c) individual candidate experience.
Additionally, Lattice leverages current market data to determine compensation, so posted compensation figures are subject to change as new market data becomes available. The salary, other compensation, and benefits information is accurate as of the date of this posting. Lattice reserves the right to modify this information at any time, subject to applicable law.
#LI-remote
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Director - Talent Management & People Analytics
About the Role
As Director, Talent Management & People Analytics, you will design, scale, and evolve the systems that help Latticians do their best work, while using Lattice to power Lattice. You will own our performance and engagement strategy, embedding DEIB and people analytics across all talent programs.
You will connect reviews, promotions, compensation insights, and engagement to our company level goals, through a consistent, equity-focused data framework. By delivering clear visibility into talent health, performance quality, and organizational risk, you will enable leaders to make informed decisions that strengthen accountability, fairness, and business outcomes.
What You Will Do
Continuous Performance Strategy
Own and evolve the company-wide performance framework, moving beyond traditional review cycles to build sustainable habits of ongoing feedback and development.
Design creative approaches that reinforce continuous performance using our own technology to drive adoption and behavior change.
Partner with our Learning & Development (L&D) team to enable managers to build a culture of clear expectations, frequent feedback, and accountability.
Lead end-to-end program for performance cycles, ensuring clear timelines, ownership, and execution.
Build comprehensive communication plans and adjust messaging as business needs evolve.
Develop practical enablement resources and training to support managers and employees.
Lead enterprise calibration processes and monitor outcomes for rigor and equity.
People Analytics & Talent Reporting
Deliver monthly and quarterly people and talent reporting, including progress against company level goals and talent strategy priorities.
Define and track core metrics such as performance distributions, promotion rates, regretted attrition, compensation outcomes, and engagement trends.
Conduct cyclical analysis of performance reviews, promotions, and compensation outcomes, inclusive of pay-equity analysis.
Assess program effectiveness and alignment to business and talent strategy.
Analyze equity patterns across performance and rewards decisions and drive accountability for improvement.
Engagement Strategy
Own the enterprise engagement strategy, including annual and pulse surveys.
Continuous optimization of lifecycle surveys (onboarding, exit, ad hoc).
Translate engagement data into clear insights and measurable action plans tied to company level goals.
Track the impact of engagement initiatives over time.
Team Leadership
Manage and develop a Program Manager responsible for DEIB programming and performance operations.
Set clear priorities, operating rhythms, and development plans.
Build strong program management and analytical capability within the team.
External Thought Partnership
Translate our internal experimentation into insights that inform and inspire our customers.
Stay current on talent management, performance, engagement, and people analytics trends, bringing forward new ideas and benchmarks to continuously improve our approach.
Executive Partnership
Advise senior leaders in partnership with People Partners on talent health, performance trends, and organizational risk, aligning insights with business strategy and driving coordinated action plans.
Present integrated performance, engagement, and other talent insights to executive leadership.
Support data-informed talent decisions across the business.
What You Will Bring to the Table
10+ years of experience in Talent Management, Organizational Development, and/or People Analytics.
Demonstrated ownership of enterprise-wide performance and engagement programs.
Strong program and project management skills, including building and executing detailed plans across stakeholders.
Experience developing communication strategies and enablement resources for company-wide initiatives.
Experience linking talent metrics directly to business performance indicators.
Strong workforce analytics capability, including building reports and interpreting complex data.
Advanced analytical proficiency in Excel.
Experience leading performance review and calibration processes and analyzing equity in performance and compensation outcomes.
Experience managing and developing direct reports.
Ability to influence senior leaders with clear, data-driven recommendations.
Creativity in designing systems and habits that reinforce continuous performance.
Intellectual curiosity and commitment to staying ahead of industry trends.
Nice to Have but Not Required
Experience with Lattice or similar performance and engagement platforms.
Experience with HRIS and BI tools (e.g., Tableau, Looker).
Advanced analytical proficiency in R, SQL, or similar.
Experience engaging with customers or external audiences to share evidence based approaches.
The estimated annual cash salary for this role is $198,500 - $223,000. This position is also eligible for incentive stock options, subject to the terms of Lattice’s applicable plans.
Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: Medical insurance; Dental insurance; Vision insurance; Life, AD&D, and Disability Insurance; Emergency Weather Support; Wellness Apps; Paid Parental Leave, Paid Time off inclusive of holidays and sick time; Commuter & Parking Accounts; Internet and Phone Stipend; One time WFH Office Set-Up Stipend; 401(k) retirement plan; Financial Planning; and Learning & Development Budget
*Note on Pay Transparency:
Lattice provides an estimate of the compensation for roles that may be hired as required by state regulations. Compensation may vary based on (a) location, as Lattice factors in specific location when benchmarking compensation for most roles; (b) individual candidate skills and qualifications; and (c) individual candidate experience.
Additionally, Lattice leverages current market data to determine compensation, so posted compensation figures are subject to change as new market data becomes available. The salary, other compensation, and benefits information is accurate as of the date of this posting. Lattice reserves the right to modify this information at any time, subject to applicable law.
#LI-remote