Candidates must be legally authorized to work in the United States without employer sponsorship, now or in the future.
At agilon health, we’re transforming health care for seniors by partnering with community-based physicians and giving them the platform, tools, and support to focus on outcomes, not volume. Built for physicians by physicians, agilon’s model is designed to strengthen patient-physician relationships, improve care, and help practices thrive for the long term.
The Sr. Manager, Talent Management and Learnings designs and leads our talent strategy and serves as the functional lead of the Talent team and a key partner to the VP, HRBPs and Talent. This role owns the design, delivery, and continuous improvement of talent management, learning and development, and employee experience programs that help agilon identify, develop, and retain talent across the organization.
Why this role stands out:
This is a high-impact opportunity for a talent leader who wants to do more than run programs. You’ll shape the frameworks, content, tools, and experiences that support performance, succession, leadership capability, employee listening, and growth across the business. You’ll also lead a small team and partner across HR to ensure the Talent function operates as a strategic backbone for the organization.
What you’ll do:
· Own and evolve the performance management framework, annual review cycle, goal-setting process, and quarterly check-in program
· Design and lead talent review, 9-box, succession planning, leadership readiness, career pathing, and IDP processes
· Build and deliver L&D content from scratch across leadership development, manager effectiveness, and skill-building for individual contributors
· Own the EMPOWER program, including coaching relationships, cohort coordination, facilitation sessions, and outcome reporting
· Design the new hire orientation and onboarding experience from offer acceptance through 90 days
· Lead employee experience programs such as engagement action planning, employee listening strategy, stay interviews, and the Employee Advisory Board
· Own recognition frameworks, manager enablement tools, HR communications tied to Talent programs, and support culture and observance programming
· Lead, coach, and set direction for the Talent Programs Manager and Talent and Learning Programs Coordinator while partnering closely with HRBPs, Total Rewards, HR Services and Technology, and Talent Acquisition.
What you’ll bring:
Required qualifications
· 8+ years of progressive HR experience with depth in both talent management and learning and development
· Demonstrated experience designing and delivering L&D content, including curriculum development
· Proven ability to build programs from scratch with limited infrastructure and take next steps from concept to fruition
· Experience facilitating talent reviews and succession planning conversations with senior leaders
· Experience leading, coaching, or developing a team or direct reports
· Workday experience, particularly talent and performance modules, preferred
· Bachelor’s degree in Human Resources, Business, Organizational Psychology, or a related field required
o Master’s degree in Industrial/Organizational Psychology, HR, Organizational Development, or a related field preferred.
Knowledge, skills, and abilities:
· Deep understanding of talent management practices, including performance management, succession planning, career development, and talent review processes
· Ability to design and deliver L&D curriculum from concept through delivery, not just facilitate existing programs
· Strong project and program management skills, with the ability to manage multiple workstreams at once
· Executive presence and credibility to partner with functional leaders
· Strong analytical skills and the ability to turn talent data into insights and recommendations
· Skilled in change management, stakeholder engagement, and driving adoption across a matrixed organization
· Ability to influence without authority across HR functions and business lines
· Excellent written and verbal communication skills, including representing the Talent function in executive-level conversations.
Why agilon health agilon’s mission is to be the trusted, long-term partner of community-based physicians as they reimagine the patient experience for older adults. That mission takes thoughtful leadership, strong talent infrastructure, and meaningful employee experiences behind the scenes. In this role, your work will directly support the people and programs that help make that possible.
Protect yourself: agilon health will never send unsolicited job offers or request payments or financial information. Such communications are fraudulent. Learn how to spot them
Protect yourself: agilon health will never send unsolicited job offers or request payments or financial information. Such communications are fraudulent. Learn how to spot them
Location: Remote - OHPay Range: $115,100.00 - $140,900.00Salary range shown is a guideline. Individual compensation packages can vary based on factors unique to each candidate, such as skill set, experience, and qualifications.
agilon health Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about agilon health and has not been reviewed or approved by agilon health.
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Strong & Reliable Incentives — Bonuses and stock grants are described as superior to other workplaces and part of “excellent” packages for some roles. Incentive components are credited with elevating overall compensation in certain areas.
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Leave & Time Off Breadth — Unlimited PTO, generous holidays, and occasional wellness or volunteer days are highlighted across parts of the organization. These elements create wide latitude for time away when team norms allow.
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Retirement Support — A 401(k) with a significant company match is emphasized, with some accounts noting immediate vesting. This strengthens the long-term savings value of the package.
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What We Do
agilon health is transforming health care for seniors by empowering primary-care physicians to focus on the entire health of their patients. Through our platform and partnership model, agilon health is leading the nation in creating the system we need – one built on the value of care, not the volume of fees. We honor the independence of local physicians and serve as their long-term partner so they can be the physicians they trained to be. agilon is built for physicians by physicians, as the patient-physician relationship is the cornerstone of care. We allow primary care physicians to take the long view of their relationships with patients, and to be confident in the long-term financial viability of their own practices. We do this through a Total Care Model that maintains the independence of physicians; unites them in a network of like-minded leaders; and integrates all of the components of a global risk business model into a single platform.
