Principal, Talent Management & Workforce Planning

Who we are Aurora’s mission is to deliver the benefits of self-driving technology safely, quickly, and broadly. The Aurora Driver will create a new era in mobility and logistics, one that will bring a safer, more efficient, and more accessible future to everyone. At Aurora, you will tackle massively complex problems alongside other passionate, intelligent individuals, growing as an expert while expanding your knowledge. For the latest news from Aurora, visit aurora.tech or follow us on LinkedIn . Aurora hires talented people with diverse backgrounds who are ready to help build a transportation ecosystem that will make our roads safer, get crucial goods where they need to go, and make mobility more efficient and accessible for all. We’re searching for a Head of Talent Management Workforce Planning . In this role, you will Be a key driver in shaping our organizational capabilities and ensuring long-term success. This role is responsible for the design, implementation, and continuous improvement of three critical HR functions: Talent Management , Strategic Workforce Planning (SWP) , and Performance Review . The ideal candidate is a strategic thinker with deep business acumen, data-driven decision-making, and best-practice HR methodologies. Required Qualifications Talent Management Lead the design and administration of company-wide Talent Review and Succession Planning processes to identify, assess, and develop employees for critical roles. Develop and manage career pathing frameworks and competency models that support employee growth and organizational agility. Oversee the deployment of targeted development programs (e.g., leadership training, mentorship programs) to close identified skill gaps. Integrate diversity and inclusion principles into all talent management and succession processes. Strategic Workforce Planning (SWP) Design and execute a comprehensive SWP framework to analyze current workforce capabilities and forecast future talent needs based on business strategy. Partner with Executive Leadership, Finance, Talent Acquisition, Compensation to align workforce strategies with business goals, budget, and growth projections. Identify critical talent gaps, surpluses, and skill adjacencies, developing mitigation strategies (e.g., build, buy, borrow). Develop data-driven models and dashboards to track key workforce metrics, trends (internal and external), and the efficacy of SWP initiatives. Performance Review Programs Own and refine the end-to-end Performance Review cycle (objective setting, check-ins, year-end reviews, calibration, compensation planning). Ensure the performance review system supports a high-performance culture by emphasizing clear expectations, continuous feedback, and fair, objective evaluation. Educate managers and employees on performance management best practices and |effective coaching. Analyze performance data to identify trends, ensure consistency, and recommend enhancements to drive higher employee engagement and productivity. Collaborate with the People Technology team to design and implement system enhancements that streamline the performance review cycle and improve the user experience. Skills Business Athlete Mindset: You are deeply knowledgeable about the business and industry, comfortable navigating and leading others through ambiguity, pivoting quickly to address new challenges, and solving complex problems without a pre-existing playbook. Systems Thinker: You recognize the connections across the organization, and take a holistic approach to analyzing situations and developing solutions that are sustainable in the longer term and account for system interdependencies. Strategic Acumen: You have an ability to translate long-term business strategy into concrete talent and workforce initiatives. Data-Driven: You use data and insights to proactively diagnose issues, inform your recommendations, influence decisions, and measure the impact of your work. Executio ... (truncated, view full listing at source)