Talent Programs & Intelligence Lead

Talent Programs & Intelligence Lead

Principal, Individual Contributor · People Team

ABOUT SAYARI

Sayari is the judgment infrastructure for trustworthy AI in economic security and commercial risk. The Sayari Commercial World Model resolves 10.6B+ primary-source records from 250+ jurisdictions forming the ground truth of global commerce. A Judgment Ontology, encoding over a decade of investigative tradecraft, and Superconductor, an agentic orchestration platform, deliver AI that reasons like an expert analyst, shows its work, and traces every finding to its source. Trusted by U.S. Customs and Border Protection, the U.S. Treasury, and Fortune 500 enterprises, Sayari is used by thousands of professionals across 35+ countries to secure supply chains and dismantle illicit networks. Headquartered in Washington, D.C.

POSITION DESCRIPTION

Sayari's People team runs flat and high-span by design, and that only works if the systems underneath get smarter every quarter instead of just busier. This role owns that system: program design, process architecture, AI-enabled workflow, and the reporting and signal infrastructure built on top of it, across the full hire-through-engagement lifecycle.

This is a Principal-level, individual-contributor role with no direct reports. Influence runs through better processes and better data, not org chart weight. We're looking for a builder and operator, not a traditional program manager: someone who thinks like a product manager, operates like a systems designer, and understands talent deeply enough to know where AI can responsibly replace human judgment and where it can't. In Sayari terms, this role is a Multiplier: it exists to make every person who touches talent, HRBPs, recruiters, managers, and employees, more effective, without proportionally growing the People team.

JOB RESPONSIBILITIES

Manager Leverage

• Build manager self-service tools and playbooks, including AI-enabled guidance for common decisions
• Develop promotion and leveling guidance grounded in the career framework
• Enable hiring managers inside the sourcing-to-hire workflow
• Build manager dashboards that draw on talent and performance data

Employee Lifecycle Architecture

• Own the experience and operating architecture from attract through exit, looking horizontally across the lifecycle for manual work, inconsistent experience, and process friction
• Design the sourcing-to-hire workflow and the standards recruiters execute against in the ATS
• Architect onboarding program design and cadence
• Architect offboarding process and exit-signal capture

Scalable Talent Programs

• Operationalize the career pathing and leveling framework: criteria and progression logic
• Own performance cycle mechanics: ratings design, calibration process, and results rollup
• Run the engagement and pulse survey program: cadence, action-planning process, and theme synthesis

AI-Enabled Talent Operations

• Act as workflow architect for the AI era: for every major talent workflow, determine what should be human, what should be AI, what should be automated, and what should disappear
• Build AI-enabled recruiting administration and sourcing workflows
• Develop talent data synthesis and review prep for HRBPs and calibration
• Build lifecycle communications and knowledge retrieval tools for managers and employees

Talent Intelligence & Signals

• Build the reporting infrastructure that turns underlying people data into decisions People leadership can act on
• Design intervention signal infrastructure across funnel lag, profile and compensation misalignment, disengagement, attrition, and structure or goal mismatch
• Act as a thought partner to People leadership, HRBPs, and recruiters on which intervention to deploy once a signal is raised

WHAT SUCCESS LOOKS LIKE

• HRBPs spend more time on strategic partnership and less on repeatable admin, and can support a higher-span org without degraded quality
• Recruiters spend more time with candidates and hiring leaders and less on coordination, with AI-enabled workflows doing the rest
• Managers handle more of the routine lifecycle independently, with the right guidance at the right moment
• People leadership has faster, better visibility into talent and organizational health

SKILLS & EXPERIENCE

Needed

• 8-12 years in talent management, organizational design, or People Operations, with a track record of designing, not just implementing, at least two full pieces of the employee lifecycle end to end
• Demonstrated ability to build a first version of a program yourself rather than scoping it out to someone else
• A track record of getting a lifecycle-wide change adopted by leaders outside your own reporting line: this is a cross-functional, individual-contributor influence role, not a people-management one
• Experience operating inside high-growth or PE-backed organizations navigating real structural change
• Sound judgment about where AI can responsibly replace human process and where it can't
• Comfort owning an ambiguous mandate from design through sustained operation: acting as a strategic quarterback for your domain end to end

Nice to Have

• Background as a Talent Management or OD lead, a People Operations generalist who grew into a builder role, or an operations-minded former consultant who stayed to build rather than just recommend

COMPENSATION (US ROLES)

The target base salary for this position is $180,000 - $200,000 plus bonus and equity. Final offer amounts are determined by multiple factors including location, local market variances, candidate experience and expertise, internal peer equity, and may vary from the amounts listed above.

BENEFITS

Pick the benefits based on region of position.

US

• 100% fully paid medical with an HSA option, vision, and dental for employees and their dependents
• Generous time off; we observe all US federal holidays, close our office for a winter break (12/24-12/31), in addition to granting 18 PTO days and 10 sick days
• Outstanding compensation package; competitive commissions for revenue roles and annual bonuses for non-revenue positions
• A strong commitment to diversity, equity, and inclusion
• Eligibility to participate in additional benefits such as 401k match up to 5%, 100% paid life insurance (up to $100,000 coverage), Voluntary Life Insurance, FSA, and parental leave
• A collaborative and positive culture, your team will be as smart and driven as you
• Limitless growth and learning opportunities

Sayari is an equal opportunity employer and strongly encourages diverse candidates to apply. We believe diversity and inclusion mean our team members should reflect the diversity of the United States. No employee or applicant will face discrimination or harassment based on race, color, ethnicity, religion, age, gender, gender identity or expression, sexual orientation, disability status, veteran status, genetics, or political affiliation. We strongly encourage applicants of all backgrounds to apply.

© 2022-2026 Sayari Labs, Inc., Sayari Analytics, LLC and Sayari Labs Limited. Business Proprietary.

8-12 years in talent management, organizational design, or People Operations; track record designing at least two full employee lifecycle pieces; experience in high-growth or PE-backed organizations; sound AI judgment; cross-functional influence.

Key Responsibilities

• designing talent programs
• building AI workflows
• developing reporting infrastructure

Job Details

• Category: Human Resources
• Seniority: Senior Level
• Commitment: Full Time
• Workplace: Remote — United States
• Salary: USD 180,000 – 200,000 / year
• Languages: English

Benefits

• 401k matching
• Generous paid time off
• Retirement plan
• Generous parental leave

About Sayari

A provider of judgment infrastructure for trustworthy AI in economic security and commercial risk. — Industry: Information Technology