Director, Learning & Organizational Effectiveness

Overview

What you can expect!

Find joy in serving others with IEHP! We welcome you to join us in “healing and inspiring the human spirit” and to pivot from a “job” opportunity to an authentic experience!

Reporting to the Chief People Officer, the Director of Learning & Organizational Effectiveness provides strategic leadership in advancing enterprise-wide learning, talent development and organizational effectiveness. This role translates business priorities into integrated strategies that strengthen leadership capabilities, accelerate employee growth, enhance organizational agility and build capabilities required to achieve IEHP’s objectives. In close partnership with executive leadership, cross-functional business leaders and HR Business Partners, the Director shapes and executes initiatives that cultivate a future-ready workforce and foster a culture of continuous learning, leadership excellence, and organizational effectiveness.

Commitment to Quality: The IEHP Team is committed to incorporate IEHP’s Quality Program goals including, but not limited to, HEDIS, CAHPS, and NCQA Accreditation.

Additional Benefits

Perks

IEHP is not only committed to healing and inspiring the human spirit of our Members, but we also aim to match our team members with the same energy by providing prime benefits and more.

• Competitive salary
• State of the art fitness center on-site
• Medical Insurance with Dental and Vision
• Life, short-term, and long-term disability options
• Career advancement opportunities and professional development
• Wellness programs that promote a healthy work-life balance
• Flexible Spending Account – Health Care/Childcare
• CalPERS retirement
• 457(b) option with a contribution match
• Paid life insurance for employees
• Pet care insurance

Key Responsibilities

• Provide visionary leadership for enterprise-wide Learning and Development, Organizational Effectiveness, leadership development, and culture initiatives. Design and implement a comprehensive learning and development strategy that empowers employees and leaders with the essential skills, capabilities, and resources to advance organizational goals and address both current and emerging business priorities
• Lead Learning and Development Partner function which serves as the primary learning consultant to assigned business areas, partnering with leaders to understand business priorities, identify capability and performance gaps, and recommend targeted development solutions. Ensure Learning and Development Partners build strong relationships with business leaders and collaborate closely with HR Business Partners and other HR functions to provide coordinated, business-aligned support
• Assess enterprise learning needs and oversee the design, delivery, and evaluation of leadership, professional, technical, and enterprise learning solutions. Govern and lead talent development processes for team member and leadership levels, including assessments, succession planning, talent reviews, coaching, and individual development planning. Lead management development strategies, including onboarding, skills development, development programs, and facilitation
• Provide strategic leadership for organizational effectiveness initiatives that strengthen team effectiveness, leadership capability and effectiveness, organizational performance, change readiness, organizational capability, and alignment with business priorities
• Partner with HR and senior leaders on key talent and development processes, including succession planning, talent assessment, individual development planning, leadership assessments, and targeted development strategies. Direct the design and delivery of high-impact learning programs using modern adult learning practices, blended learning, digital content, and experiential development
• Provide oversight for enterprise culture programs and initiatives that strengthen employee connection, engagement, inclusion, opportunity, access, advancement, and organizational effectiveness. Oversee programs that improve equitable access to development, skill-building, and advancement opportunities across all roles and levels
• Provide strategic oversight and governance for Employee Resource Groups and other culture-focused programs to ensure alignment with organizational values and business priorities
• Establish and maintain effective learning architecture, including learning technologies, instructional design standards, facilitation practices, content strategy, intake processes, and learning governance
• Establish metrics and analytics to evaluate learning effectiveness, leadership development, organizational effectiveness, culture initiatives, participation, application, and organizational impact
• Develop strategic partnerships with educational institutions, consultants, learning providers, and other external partners to expand organizational capability and access to high-quality development resources
• Ensure the quality, consistency, scalability, and cost-effectiveness of learning and organizational development solutions through disciplined needs assessment, design, implementation, evaluation, reinforcement, and continuous improvement
• Develop and execute leadership development strategies that build current and future leadership capability and strengthen the talent pipeline
• Provide leadership, coaching, and development for team members supporting learning, organizational effectiveness, and culture initiatives. Lead department culture, provide strategic talent guidance, oversee performance and workforce planning, and drive effective change leadership
• Manage resources, priorities, vendors, and budgets to ensure high‑quality, scalable, and cost‑effective solutions
• Perform any other duties as required to ensure Health Plan operations and department business needs are successful

Qualifications

Education & Requirement

• A minimum of eight (8) years of experience in the areas of Learning and Development, Organizational Development, Leadership Development, or Human Resource Management
• At least four (4) years of experience at a leadership level in the area of Organizational Development, Human Resources, or Talent Development
• Broad experience/knowledge of Leadership Development best practices
• Experience in Process Improvement (LEAN, Six Sigma)
  • Experience within a healthcare setting preferred
• Bachelor’s degree in organizational development, human resources, industrial psychology, business administration, education, psychology, organizational leadership or a related field from an accredited institution required
  • Master’s degree in organizational development, human resources, industrial psychology, business administration, education, psychology, organizational leadership or a related field from an accredited institution preferred
  • SHRM‑SCP/SPHR, ICF Coaching Certification, Hogan Assessment Certification, MBTI Certification strongly preferred

Key Qualifications

• Must have a valid California Driver’s license
• Advanced knowledge and in-depth understanding of:
  • Leadership and organizational development principles
  • Adult learning and instructional design practices
  • Talent and succession management
  • Performance and employee development
  • Organizational change and effectiveness practices
  • Learning ecosystems, digital learning technologies and learning measurement methodologies
  • Strategic workforce development
  • Employee experience strategies and employee resource group governance
  • Awareness of emerging trends in Learning & Development technology, such as AI‑enabled learning, microlearning, capability academies, and skills‑based talent management
  • Organizational strategy, operations, and key business drivers
• Advanced proficiency in:
  • Strategic thinking and planning
  • Executive consultation and influence
  • Leadership and team management
  • Program design and execution
  • Coaching and talent development
  • Change management and interpersonal skills
  • Data analysis and decision‑making
  • Stakeholder management and collaboration
  • Facilitation, negotiation, presentation, consultation, and communication (written and verbal)
  • Translating organizational strategy into a cohesive enterprise learning and OE roadmap
  • Designing and interpreting learning analytics, leadership assessment data, organizational assessments, and engagement indicators
  • Managing budgets, allocating resources effectively, and ensuring cost‑efficient learning delivery
• Demonstrated ability to:
  • Lead enterprise‑wide learning and development strategies
  • Assess organizational needs and recommend solutions
  • Lead and develop high performing teams
  • Manage multiple priorities and initiatives
  • Present learning strategies to small and large audiences
  • Guide the organization through cultural change, leadership transitions, strategic shifts, and modernization of learning practices
  • Build strong cross functional partnerships
  • Use data to evaluate impact and guide decisions
  • Develop creative solutions that address relevant business needs and support the culture and environment
  • Communicate effectively across all levels of the organization

Work Model Location

This position is on a hybrid work schedule. (Monday & Friday - remote, Tuesday – Thursday onsite in Rancho Cucamonga, CA.)

Pay Range

USD $193,003.20 - USD $265,387.20 /Yr.