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Talent Care Jobs (NOW HIRING)

Vista Care

Talent Specialist 1

Sheboygan, WI · On-site

$24 - $25/hr

The Talent Specialist will be dedicated to finding the best talent available to support Vista Care's vision of providing the highest quality care globally. Duties and Responsibilities: * Consults ...

Strala Group Inc

Talent

San Francisco, CA · On-site

We are hiring in Talent to own recruiting end-to-end as we scale. You will work directly with our ... care that you've never touched an ATS. What the role entails: * Own recruiting end-to-end across ...

Prime Healthcare

Talent Acquisition Lead

Lewiston, ME · On-site

This is an exciting opportunity for a recruitment professional seeking tremendous growth and leadership exposure within a rapidly evolving healthcare system. Under the direction of the Talent ...

Bonaventure Senior Living

Talent Recruiter

Salem, OR · On-site

Flexible Spending Account- For healthcare and daycare expenses. Retirement Plans- Generous 401k ... In this traveling Talent Recruiter role, you will connect with top talent in the senior living ...

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Talent Care information

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$9

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How much do talent care jobs pay per hour?

As of Jun 9, 2026, the average hourly pay for talent care in the United States is $28.35, according to ZipRecruiter salary data. Most workers in this role earn between $20.91 and $28.12 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Talent Care Specialist, and why are they important?

To thrive as a Talent Care Specialist, you need strong interpersonal skills, knowledge of recruitment processes, and usually a background in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS software, and onboarding platforms is commonly required. Exceptional communication, problem-solving, and empathy are valuable soft skills that help build trust and rapport with candidates and employees. These abilities ensure a smooth candidate experience, foster workplace satisfaction, and support organizational talent retention.

What is Talent Care?

Talent Care refers to the strategies and processes that organizations use to support, develop, and retain their employees throughout the employee lifecycle. This can include onboarding, ongoing training, employee engagement initiatives, wellness programs, performance management, and career development opportunities. The goal of Talent Care is to create a positive work environment where employees feel valued and motivated to contribute their best efforts, which in turn helps organizations achieve their business objectives.

How does a Talent Care specialist typically collaborate with other departments to support employee engagement and retention?

Talent Care specialists work closely with HR, management, and sometimes department leads to ensure that employees feel supported throughout their tenure. They often coordinate onboarding, address employee concerns, and facilitate programs that promote well-being and professional development. Regular communication with these teams helps identify trends or issues affecting morale, allowing for proactive solutions. This collaborative approach not only strengthens employee satisfaction but also contributes to a positive company culture and improved retention.

What is the difference between Talent Care vs Talent Acquisition Specialist?

AspectTalent CareTalent Acquisition Specialist
Primary FocusSupporting and engaging current employees, onboarding, retentionRecruiting and hiring new candidates
Required CredentialsHR certifications, experience in employee relationsHR or recruiting certifications, sourcing experience
Work EnvironmentHR departments, employee-focused settingsRecruitment agencies, HR teams, corporate offices
Employer & Industry UsageUsed across industries for employee engagementCommon in corporate, staffing, and recruitment firms

While Talent Care focuses on supporting current employees and fostering engagement, Talent Acquisition Specialists concentrate on sourcing and hiring new talent. Both roles are essential in HR but serve different stages of the employee lifecycle.

More about Talent Care jobs
What cities are hiring for Talent Care jobs? Cities with the most Talent Care job openings:
What states have the most Talent Care jobs? States with the most job openings for Talent Care jobs include:
What job categories do people searching Talent Care jobs look for? The top searched job categories for Talent Care jobs are:
Talent Care jobs near you
Infographic showing various Talent Care job openings in the United States as of May 2026, with employment types broken down into 2% As Needed, 75% Full Time, 22% Part Time, and 1% Contract. Highlights an 93% Physical, 1% Hybrid, and 6% Remote job distribution, with an average salary of $58,970 per year, or $28.4 per hour.
Performance Management and Total Rewards - Program Manager

Performance Management and Total Rewards - Program Manager

Duke Health

Durham, NC • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Duke Health rating

7.2

Company rating: 7.2 out of 10

Based on 246 frontline employees who took The Breakroom Quiz

329th of 870 rated healthcare providers

Job description

At Duke Health, we're driven by a commitment to compassionate care that changes the lives of patients, their loved ones, and the greater community. No matter where your talents lie, join us and discover how we can advance health together.
Position Overview
The Performance Management and Total Rewards Specialist is responsible for developing, leading, and supporting key compensation and performance initiatives across the organization. This role ensures the effective execution of pay-for-performance programs, oversees leadership compensation administration, and maintains special pay policies. The specialist collaborates with cross-functional teams and provides technical guidance, ensuring compliance and alignment with organizational objectives.
Key Responsibilities
Performance Management:60%
  • Develop and lead the organization's performance management and pay-for-performance initiative, driving alignment between employee rewards and organizational goals.
  • Provide programmatic support for the Performance Management program, including technical assistance for performance evaluations.
  • Partner with Rewards & Recognition (R&R) during the salary setting process to ensure transparency and fairness.
  • Deliver leadership education, change management strategies, and communication planning to support program adoption.

Leadership Compensation Administration:15%
  • Prepare and distribute board materials related to compensation and execute board-approved actions.
  • Coordinate with executive recruitment for onboarding, ensuring smooth integration of new leaders.
  • Lead participant activities and annual review programs, including 360-degree reviews and renewals.
  • Oversee annual leader incentive programs, including calculations, preparation, and communications.
  • Advise on leader role structures, including salary offers and program participation levels.
  • Collaborate with Rewards & Recognition to develop and maintain executive role architecture, ensuring appropriate relationships and position levels.

Total Rewards:15%
  • Serve as a resource for administrative and programmatic assistance in executing new total rewards plans.
  • Develop communication tools and schedule programmatic needs for total rewards initiatives.
  • Support HR Business Partner (HRBP) training for compensation submissions.

Special Pay Policies (DUHS):10%
  • Partner with operational leaders to design and maintain special pay policies, such as staffing incentives and time-based programs, for DUHS.
  • Communicate premium pay rates and policies to University Rewards & Recognition, Talent Care Center, and Payroll.
  • Establish and maintain timelines for reviewing special pay programs, making recommendations to maintain, update, or retire each program.

Minimum Qualifications
Education
Work requires skills that are generally acquired through the completion of a Bachelor's degree in Human Resource, Business Administration, or related field.
Experience
Work requires the ability to plan and administer programs and direct program activities within a specific functional area, generally acquired through four years of related experience. 5 years of experience (preferred)in Human Resources with significant experience with Compensation and Performance Management administration or a combination of education and experience sufficient to meet to the relevant experience and competencies provided below.Experience working in an academic medical center or health system is strongly preferred.
  • Extensive knowledge of compensation and performance management programs.
  • Experience comprehending, interpreting, and appropriately applying the sections of applicable laws, guidelines, regulations, ordinances and policies.
  • Experience in change management, leadership education, and communication planning with strong collaboration and partnership skills
  • Ability to provide technical assistance and programmatic support for performance evaluation processes.
  • Excellent organizational skills for scheduling, program management, and policy administration.
  • Experience with project management including the ability to develop, communicate, maintain, and execute project timelines and deliverables.

Work Environment
The specialist will work collaboratively across departments, including HR, Rewards & Recognition, Payroll, Talent Care Center, Talent Acquisition, and many Executive and Operational leaders. Occasional evening or weekend work may be required to meet program deadlines or support board activities.
Duke is an Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex (including pregnancy and pregnancy related conditions), sexual orientation or military status.
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.
Essential Physical Job Functions:
Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.

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