Vice President of Organizational Effectiveness and People Development

Reports To: Executive Vice President and Chief Human Resources OfficerPosition SummaryThe 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 ResponsibilitiesStrategic LeadershipDevelop 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 EffectivenessAssess 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 DevelopmentOversee 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 & CultureLead 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 & PartnershipPartner 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.QualificationsEducationBachelor’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.Experience10+ 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 & CompetenciesStrategic thinking and business acumenExecutive presence and influenceLeadership development and coaching expertiseOrganizational design and effectivenessChange management and transformation leadershipData analysis and workforce analyticsExcellent communication and facilitation skillsRelationship-building and collaborationProject and program managementEmotional intelligence and cultural awarenessKey Performance Indicators (KPIs)Colleague engagement scoresLeadership bench strength and succession readinessRetention and turnover metricsLearning participation and effectivenessInternal promotion ratesOrganizational health metricsChange adoption and transformation outcomesProgram Progress IndicatorsPreferred CertificationsSHRM-SCP or SPHRProsci or Kotter Change Management CertificationCertified Professional in Learning and Performance (CPLP/ATD)Organizational Development or Executive Coaching certificationsInternational Coaching Federation (ICF) Executive Coaching CertificationSix Sigma Green Belt or Lean CertificationHogan Assessment CertificationDiSC, MBTI, or other behavioral assessment certificationsSociety for Organization Development (OD Network) certificationProject Management Professional (PMP)