Reports To: Executive Vice President and Chief Human Resources Officer
Position Summary
The Vice President of Organizational Effectiveness & People Development is a strategic role responsible for driving organizational performance, leadership capability, colleague development, culture transformation, and workforce effectiveness across the enterprise. This role partners closely with senior and operations leadership to design and implement strategies that enhance organizational talent agility, colleague engagement, leadership succession and talent development.
The VP leads enterprise-wide initiatives focused on organizational design, change management, learning and development, performance management, leadership coaching, colleague engagement, and culture alignment to support long-term business goals.
Key Responsibilities
Strategic Leadership
- Develop and execute comprehensive organizational effectiveness and people development strategy aligned with business objectives.
- Serve as a trusted advisor to executive leadership on organizational design, workforce planning, talent strategy, and culture amplification.
- Lead enterprise change management initiatives anchored in organizational agility, adoption and talent readiness.
- Establish metrics and analytics to assess organizational health, leadership effectiveness, colleague engagement, and learning outcomes.
Organizational Effectiveness
- Assess organizational structures, workflows, and team effectiveness to identify opportunities for optimization; partner to implement outcomes.
- Design and implement scalable organizational development programs and interventions.
- Lead succession planning and talent review processes across the organization.
- Facilitate strategic planning sessions specific to talent in partnership with strategy team, team effectiveness workshops, and leadership alignment initiatives.
- Drive continuous improvement initiatives that enhance productivity, collaboration, career growth & development for colleagues and operational efficiency.
Leadership & People Development
- Oversee enterprise learning and development strategy, including leadership development, coaching, onboarding, and career growth programs.
- Create high-potential talent programs and leadership pipelines to support future organizational needs.
- Review and elevate competency frameworks and professional development pathways.
- Champion a culture of continuous learning, accountability, inclusion, and colleague growth.
- Partner with department leaders to identify skill gaps and development priorities.
- Partner with clinical leadership to deploy ongoing clinical development programs across the nation.
Colleague Engagement & Culture
- Lead initiatives that strengthen colleague engagement, retention, and organizational culture.
- Lead Engagement and Culture council ensure culture initiatives shape and anchor a sense of belonging and celebration throughout the organization through leadership education and culture initiatives.
- Conduct organizational assessments and colleague feedback initiatives to inform strategic improvements.
- Foster an environment that supports innovation, collaboration, and high performance.
Collaboration & Partnership
- Partner closely with HR Vice Presidents of HR, Talent Acquisition, Operations, and executive leadership to align people strategies with organizational goals.
- Manage external consultants, facilitators, and learning vendors as needed.
- Present organizational insights and strategic recommendations to executive leadership and boards when applicable.
- Own deck creation for board reporting associated with updates on talent strategy, programs and results.
Qualifications
Education
- Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or related field required.
- Master’s degree or advanced certification in Organizational Development, Leadership, or Business preferred.
Experience
- 10+ years of progressive leadership experience in organizational development, talent management, learning and development, or human resources.
- Proven success leading enterprise-wide organizational transformation and leadership development initiatives.
- Experience partnering with executive leadership teams in complex, fast-paced environments.
- Strong background in change management, organizational design, and workforce strategy.
Skills & Competencies
- Strategic thinking and business acumen
- Executive presence and influence
- Leadership development and coaching expertise
- Organizational design and effectiveness
- Change management and transformation leadership
- Data analysis and workforce analytics
- Excellent communication and facilitation skills
- Relationship-building and collaboration
- Project and program management
- Emotional intelligence and cultural awareness
Key Performance Indicators (KPIs)
- Colleague engagement scores
- Leadership bench strength and succession readiness
- Retention and turnover metrics
- Learning participation and effectiveness
- Internal promotion rates
- Organizational health metrics
- Change adoption and transformation outcomes
- Program Progress Indicators
Preferred Certifications
- SHRM-SCP or SPHR
- Prosci or Kotter Change Management Certification
- Certified Professional in Learning and Performance (CPLP/ATD)
- Organizational Development or Executive Coaching certifications
- International Coaching Federation (ICF) Executive Coaching Certification
- Six Sigma Green Belt or Lean Certification
- Hogan Assessment Certification
- DiSC, MBTI, or other behavioral assessment certifications
- Society for Organization Development (OD Network) certification
- Project Management Professional (PMP)
