Sr. Director Human Resources

Position: Sr. Director Human Resources- Hybrid role
At Claritev, we pride ourselves on being a dynamic team of innovative professionals. Our purpose is simple - we strive to bend the cost curve in healthcare for all. Our dedication to service excellence extends to all our stakeholders - internal and external - driving us to consistently exceed expectations. We are intentionally bold, we foster innovation, we nurture accountability, we champion diversity and empower each other to illuminate our collective potential.

Be part of our amazing transformational journey as we optimize the opportunity towards becoming a leading technology, data, and innovation voice in healthcare. Onward and Upward!!!

JOB SUMMARY:

Claritev is a healthcare technology, data, and insights company leveraging more than four decades of claims data and an AI‑enabled platform to help payors, providers, and employers make smarter, faster healthcare decisions. As Claritev continues its evolution as a tech‑first, data‑driven organization, the Senior Director, Human Resources plays a critical role in ensuring the workforce, leadership pipeline, and organizational design scale in step with business strategy.

The Senior Director, Human Resources is a senior HR leader responsible for shaping and executing an integrated enterprise talent strategy that enables business performance, scalability, and transformation. This role brings together strategic workforce planning, talent management, succession planning, performance enablement, and organizational effectiveness into a single, cohesive agenda. Serving as a trusted advisor to senior and executive leaders, the Senior Director translates business strategy into actionable talent architecture-ensuring Claritev has the right capabilities, capacity, and leadership readiness to deliver on near‑ and long‑term objectives.

The role leads a team of five (5) Talent Business Partners and partners closely with Finance, Strategy, Talent Acquisition, Learning & Development, and HR leadership.

JOB

ROLES AND RESPONSIBILITIES:

1. Enterprise Talent & Workforce Strategy

* Lead the design and execution of multi‑year workforce and talent management strategies aligned with Claritev's business priorities, growth plans, and transformation initiatives.

* Partner with Finance and business leaders to model workforce scenarios, forecast skills and capacity needs, and inform headcount, location, and investment decisions.

* Translate enterprise strategy into talent implications, including organizational design, role clarity, capability building, and operating model evolution.

2. Talent Management & Succession

* Own and continuously improve Claritev's enterprise talent management frameworks, including talent reviews, succession planning, and identification of critical and high‑potential talent.

* Ensure strong leadership pipelines for key roles through proactive succession strategies and targeted development actions.

* Partner with Talent Growth & Development to align leadership and capability programs to identify talent, performance, and skills gaps.

3. Performance Enablement

* Provide strategic oversight of performance management and pay‑for‑performance practices to ensure alignment with business outcomes.

* Coach senior leaders on effective goal setting, feedback, differentiation, and management of underperformance.

* Ensure performance processes reinforce accountability, engagement, and results across the organization.

4. Organizational Effectiveness & Change Leadership

* Serve as a strategic advisor to leaders on organizational design, team effectiveness, and role clarity.

* Lead and support change management efforts related to growth, restructuring, technology adoption, and cultural evolution.

* Equip leaders to navigate change while maintaining engagement, productivity, and organizational health.

5. Talent Analytics & Insights

* Leverage workforce and talent analytics to identify trends in performance, engagement, retention, readiness, and capability.

* Translate data into executive‑ready insights and narratives that influence decision‑making.

* Establish success metrics for talent programs and regularly report outcomes and impact to senior leadership.

6. Risk, Compliance &…