Cadence Solutions - Human Capital Director
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Requirements
• Minimum 10 years of progressive experience in human resources business partnering and strategic human resources at a senior level. • Experience partnering with executive teams in high-growth environments; healthcare technology or technology industry experience strongly preferred. • Proven expertise in strategic workforce planning, organizational design, and talent management. • Strong financial and business acumen with the ability to link people strategy to revenue, growth, and margin outcomes. • Demonstrated success influencing senior leaders and driving organizational change. • Proven ability to influence and engage at the C-suite, leadership and management level and lead successful programs and outcomes in a matrixed organization. • Strong understanding of HR operating models and HR technologies (e.g., HRIS, ATS, AI tools). • Ability to successfully work cross functionally to bring information and communications together. • Desire to, and ability for, working hyper autonomously within a fully remote workforce. • Excellent organizational and communication skills. • Ability to connect the dots across complex, cross-functional HR initiatives. • Proficiency in using analytics and dashboards to communicate progress and insights. • Ability to translate complex strategies into clear, actionable communications. • Ability to navigate complex organizational dynamics and drive change in uncertain environments. • WHAT SUCCESS LOOKS LIKE: • Leadership teams have clear workforce strategies aligned with business growth plans. • Strong internal talent pipelines and succession readiness for key roles. • Headcount investments and organizational design decisions are aligned with financial goals. • High-performing, engaged teams capable of delivering sustained growth and innovation. • AI competency development and enablement launched across the business to meaningfully impact margin and OKRs by Q3 2026. • AI & Digital Fluency: Proficiency in prompt engineering, leveraging AI-powered content creation, and integrating no-code AI tools into daily workflows. • Data Storytelling & Predictive Analytics: Moving beyond reporting to interpret AI-generated insights, predicting talent needs, and linking employee experience directly to business financial outcomes. • Responsible AI & Ethical Oversight: Ensuring fairness, transparency, and compliance in algorithmic decisions, particularly in recruitment and performance management. • Strategic Foresight & Work Redesign: Acting as a futurist to redesign roles for human-AI collaboration, shifting from "jobs" to a "skills-based organization" model. • Change Management & Reskilling Advisor: Guiding leaders and employees through continuous technological disruption and reskilling teams to work alongside AI. • Employee Experience Design: Intentionally designing hybrid work environments that prioritize wellbeing, psychological safety, and culture in a digital-first workplace
Responsibilities
• Own the annual and long-range strategic workforce planning process in partnership with finance and executive leadership, translating growth targets and productivity goals into headcount investment strategies. • Advise executive and senior leaders on organizational design, leadership effectiveness, and team structure - providing clear recommendations, not just frameworks. • Drive enterprise talent mapping and succession planning for critical leadership and specialized roles, building readiness for roles that don't exist yet. • Define and execute the AI competency development strategy for the workforce, with a clear mandate to deliver measurable impact on margin and OKRs by Q3 2026. • Translate business priorities into people program design - aligning compensation, performance management, engagement, and development initiatives with company strategy. • Analyze workforce data to identify risks and opportunities in hiring, retention, productivity, and organizational health, and deliver recommendations that move leaders to action. • Lead organizational effectiveness work across high-growth teams - guiding leaders through change, accountability design, and team performance improvement.
Benefits
• The anticipated OTE range for this role is $250,000 - $300,000 salary, which is based on role scope, level, and location. In addition to base compensation, this role may be eligible for incentive compensation as part of the overall total rewards package. This position is remote and based in the United States. Actual compensation will be determined based on factors including experience, skills, internal equity, and applicable law. • Competitive pay & equity* • Comprehensive health coverage: Medical, dental & vision • 401k plan + matching • Paid parental leave • benefit offerings may vary depending on job profile, job level and worker type Cadence is committed to equal opportunity and fairness regardless of race, color, religion, sex, gender identity, sexual orientation, nation of origin, ancestry, age, physical or mental disability, country of citizenship, medical condition, marital or domestic partner status, family status, family care status, military or veteran status or any other basis protected by local, state or federal laws. • A notice to Cadence applicants: Our Talent team only directs candidates to apply through our official careers page at https://www.cadence.care/our-team. Cadence will never refer you to external websites, ask for payment or personal information, or conduct interviews via messaging apps. We receive all applications through our website and anyone suggesting otherwise is not with Cadence.If you require a reasonable accommodation during the interview or hiring process, please notify your recruiter.
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