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Talent Strategy Jobs in California (NOW HIRING)

Kinder's

Talent Sourcer (Contract)

Walnut Creek, CA · On-site

Strategic Talent Sourcing & Pipeline Development * Develop creative sourcing strategies to identify exceptional passive talent across corporate, commercial, manufacturing, supply chain, operations ...

Jobtailor

Head of Talent Acquisition

Foster City, CA · On-site

$121K - $166K/yr

• Create and execute Zoox's end-to-end talent strategy, including company-wide hiring, university programs, internal mobility, and executive recruiting • Lead a 50+ person cross-functional ...

NetApp

Director, Talent Management

San Jose, CA · Hybrid

This role requires a unique combination of strategic thinking, operational excellence, organizational influence, and change leadership. The successful candidate will help shape the future of talent ...

NetApp, Inc.

Director, Talent Management

San Jose, CA · On-site

This role requires a unique combination of strategic thinking, operational excellence, organizational influence, and change leadership. The successful candidate will help shape the future of talent ...

Kinder's

Talent Sourcer (Contract)

Walnut Creek, CA · On-site

Strategic Talent Sourcing & Pipeline Development * Develop creative sourcing strategies to identify exceptional passive talent across corporate, commercial, manufacturing, supply chain, operations ...

Kinder's

Talent Sourcer (Contract)

Walnut Creek, CA · On-site

Strategic Talent Sourcing & Pipeline Development * Develop creative sourcing strategies to identify exceptional passive talent across corporate, commercial, manufacturing, supply chain, operations ...

Zscaler

Head of Talent Agility

Santa Clara, CA · On-site

At Zscaler, we are building an AI-Native P&C organization, and we need a disruptive leader to architect the talent operating system that brings our enterprise talent strategy to life. In this role ...

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Talent Strategy information

What is a talent strategy?

A Talent Strategy job focuses on aligning an organization's workforce with its business goals by developing and implementing strategic talent initiatives. This includes workforce planning, talent acquisition, employee development, and retention strategies. Professionals in this role analyze market trends, workforce data, and company objectives to ensure the organization attracts, develops, and retains top talent. They often collaborate with HR, leadership, and other departments to drive long-term workforce success.

What are the key skills and qualifications needed to thrive in talent strategy?

To thrive in a Talent Strategy role, you need expertise in workforce planning, talent acquisition, organizational development, and experience with human resources or related degrees. Familiarity with HR information systems (HRIS), applicant tracking systems (ATS), analytics platforms, and possibly certifications like SHRM-CP help in leveraging data for strategic decision-making. Strong communication, collaboration, and critical thinking skills are essential for navigating complex organizational needs and influencing stakeholders at every level. These abilities are crucial for aligning talent initiatives with business goals, ensuring a competitive and agile workforce.

What are some common challenges faced by professionals in talent strategy roles?

Talent Strategy professionals often navigate challenges such as balancing short-term hiring needs with long-term workforce planning, and staying ahead of rapidly evolving industry trends. They may also encounter difficulties implementing change management initiatives or gaining buy-in from leaders across the organization. Collaboration with multiple departments is frequent, requiring excellent communication and negotiation skills. Successfully overcoming these challenges not only strengthens the organization’s talent pipeline but also provides ongoing opportunities for professional growth and strategic impact.

What does a talent strategy do?

A talent strategy involves planning and implementing methods to attract, develop, and retain skilled employees to meet organizational goals. It includes workforce planning, talent acquisition, and employee development, often utilizing data analysis and HR tools to align talent needs with business objectives.
Talent Strategy jobs near you
Infographic showing various Talent Strategy job openings in California as of August 2026, with employment types broken down into 85% Full Time, 9% Part Time, and 6% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution.

Director, Talent Development & Strategy

Beverly Hills, CA • On-site

Endeavor Operating Company, LLC
See more jobs at Endeavor Operating Company, LLCexternal

Full-time

Medical, Retirement, PTO

Re-posted 2 days ago

Key responsibilities

  • Lead the design and execution of a comprehensive agent development strategy across all business areas, including Music.

  • Oversee and evolve core development programs such as assistant onboarding, training, and early-career agent initiatives.

  • Partner with HR, Business Operations, Recruitment, and senior leadership to implement scalable development and performance management frameworks.

Job description

PRIMARY ROLE OR FUNCTION:
The Director, Talent Development & Strategy will serve as a strategic and operational leader responsible for advancing WME's assistant-to-agent development ecosystem across the agency, including Music and all core business verticals.
This role will drive the design, integration, and execution of early-career development programs, ensuring a cohesive and scalable approach to onboarding, training, performance management, and career progression. The Director will play a critical role in shaping the next generation of WME agents by aligning development initiatives with broader business, talent, and operational priorities.
Working cross-functionally with HR, Business Operations, Recruitment, Inclusion, and senior leadership, this role will help define and implement a best-in-class agent development infrastructure that supports both individual growth and long-term business success.
RESPONSIBILITIES:
Agent Development Strategy & Program Leadership
  • Lead the design and execution of a comprehensive agent development strategy across all business areas, including Music.
  • Oversee and evolve core development programs, including:
    • Assistant onboarding and training
    • Farmhouse and Trainee program integration
    • Early-career agent development initiatives
  • Ensure programming aligns with agency priorities, performance expectations, and long-term talent strategy.
  • Identify gaps in development offerings and implement scalable, high-impact solutions.

Performance Management Design & Execution
  • Lead the build-out, standardization, and execution of performance management frameworks in partnership with HR and Business Operations.
  • Define and operationalize:
    • Clear performance expectations and success metrics
    • Feedback cadence and evaluation processes
    • Documentation and escalation pathways (e.g., coaching plans, performance improvement processes)
  • Ensure alignment across departments on performance standards, accountability, and evaluation consistency.
  • Partner with HRBPs and leadership to support managers in delivering effective, actionable feedback.
  • Integrate performance management into broader development programming to ensure a clear link between performance, progression, and promotion readiness.
  • Build out and utilize the Workday platform to administer performance management processes, including goal setting, review cycles, and performance documentation, ensuring consistency and data integrity across the organization.

Cross-Functional Sprints Leadership & Execution
  • Serve as a key leader within the HR / Inclusion / Operations Sprints initiative, partnering across HRBPs, Business Operations, Recruitment, Inclusion, and development teams.
  • Drive progress across critical workstreams, including:
    • Performance management frameworks for early-career agents
    • Standardized training curriculum (assistant through agent levels)
    • Career progression pathways and promotion criteria
    • Onboarding and orientation optimization
  • Translate sprint outputs into practical, scalable tools and programming implemented across the agency.
  • Ensure alignment across stakeholders and maintain momentum on cross-functional initiatives.

Onboarding & Orientation Strategy
  • Oversee the agency-wide onboarding and orientation experience for assistants and agents.
  • Partner closely with HR and on-the-ground team members to ensure:
    • Consistency across departments
    • Strong in-person and virtual delivery
    • Alignment with WME culture and expectations
  • Continuously refine onboarding experiences using feedback, data, and evolving business needs.

Program Integration & Pipeline Alignment
  • Ensure alignment across all early-career programs, including:
    • Assistant training
    • Trainee Program
    • Farmhouse
    • Additional development initiatives
  • Create a connected and clearly defined development journey from entry-level roles through early agent years.
  • Partner with leadership to ensure programs are integrated into broader talent and business strategies.

Stakeholder Management & Agency Collaboration
  • Act as a central point of coordination across:
    • Human Resources
    • Business Operations
    • Recruitment
    • Inclusion
    • Department and office leadership
  • Build strong relationships across all offices (Los Angeles, New York, Nashville, London) to ensure consistency and adoption of programming.
  • Present updates, insights, and recommendations to senior leadership.

ACCOUNTABILITY & EXPECTATIONS:
• Demonstrate ownership over agency-wide agent development initiatives and outcomes.
• Drive alignment across multiple stakeholders and departments.
• Deliver high-quality programming that supports both employee development and business performance.
• Maintain consistency, scalability, and operational excellence across all programs.
• Serve as a trusted partner to HR and senior leadership in shaping talent strategy.
ESSENTIAL JOB KNOWLEDGE, EXPERIENCE, & CHARACTERISTICS:
Professional Knowledge & Experience
  • 5-7+ years of experience in talent development, organizational development, or related fields.
  • Must have previous experience using Workday as an HRIS
  • Experience building out and utilizing the Workday platform to support performance management processes.
  • Experience designing and leading scalable development programs in a complex, fast-paced organization.
  • Strong understanding of early-career pipelines, performance management, and career progression frameworks.
  • Experience working cross-functionally with HR, Operations, and business leadership.
  • Entertainment, media, or agency experience is strongly preferred.

Skills & Capabilities
  • Strategic thinker with the ability to translate vision into execution.
  • Exceptional stakeholder management and influence skills.
  • Strong program design, facilitation, and curriculum development capabilities.
  • Ability to operate both strategically and tactically.
  • Excellent communication, presentation, and organizational skills.
  • Data-informed mindset with strong analytical capabilities.

Personal Characteristics
  • Collaborative and highly relationship-oriented.
  • Proactive, solutions-driven, and adaptable.
  • High level of professionalism, discretion, and accountability.
  • Passionate about developing talent and building high-performing teams.
  • Comfortable navigating ambiguity and driving change across a complex organization.

Per local requirements and in the interest of transparency, the rate shown below reflects the prevalent current hiring range for this position. Hiring pay rates are based on a number of factors, including location and may vary depending on job-related qualifications, knowledge, skills and experience. The company strives to provide locally competitive rewards packages, which include base rate along with, as applicable, short- and long-term incentives, growth and developmental opportunities, and robust benefits, such as health care, retirement, vacation and other paid time off, and additional offerings.
Hiring Rate Minimum:
$105,000 annually (minimum will not fall below the applicable state/local minimum salary thresholds)
Hiring Rate Maximum:
$140,000 annually
WME is an equal opportunity employer and encourages applications from qualified and eligible candidates regardless of sex, race, disability, age, sexual orientation, or religion or belief.

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