Director Culture Engagement and Inclusion

SCA Health•UNAVAILABLE, UNAVAILABLE

5d•Remote

About The Position

At SCA Health, we believe health care is about people – the patients we serve, the physicians we support and the teammates who push us forward. Behind every successful facility, procedure or innovation is a team of 15,000+ professionals working together, learning from each other and living out the mission, vision and values that define our organization. As part of Optum, SCA Health is redefining specialty care by developing more accessible, patient-centered practice solutions for a network of more than 370 ambulatory surgical centers, over 400 specialty physician practice clinics and numerous labs and surgical hospitals. Our work spans a broad spectrum of services, all designed to support physicians, health systems and employers in delivering efficient, value-based care to patients without compromising quality or autonomy. What sets SCA Health apart isn’t just what we do, it’s how we do it. Each decision we make is rooted in seven core values: Clinical quality, Integrity, Service excellence, Teamwork, Accountability, Continuous improvement, Inclusion. Our values aren’t empty words – they inform our attitudes, actions and culture. At SCA Health, your work directly impacts patients, physicians and communities. Here, you’ll find opportunities to build your career alongside a team that values your expertise, invests in your success, and shares a common mission to care for patients, serve physicians and improve health care in America. At SCA Health, we offer a comprehensive benefits package to support your health, well-being, and financial future. Our offerings include medical, dental, and vision coverage, 401k plan with company match, paid time off, life and disability insurance, and more. Please visit, https://careers.sca.health/why-sca, to learn more about our benefits. Your ideas should inspire change. If you join our team, they will.

Requirements

8+ years of progressive experience in organizational effectiveness, culture, employee engagement, organizational development, human resources, inclusion, talent management, or related fields.
Experience leading enterprise-wide culture or employee engagement initiatives.
Demonstrated success influencing and partnering with senior leaders.
Experience developing strategies informed by employee insights, data, and organizational diagnostics.
Experience leading complex change and transformation initiatives.
Strong knowledge of: Organizational culture and organizational health, Employee engagement and employee listening strategies, Inclusion and belonging, Organizational development and effectiveness, Leadership effectiveness, Change management, HR strategy and workforce trends, People analytics and workforce insights, Emerging applications of AI and technology in employee experience and organizational effectiveness.
Key Skills: Strategic consulting and business partnership, Strategy development and execution, Executive facilitation and influence, Survey design and interpretation, Data storytelling and executive communication, Program and change leadership, Stakeholder management and collaboration, Communication strategy and executive presentations, Organizational diagnostics and problem solving.
You'll Thrive in This Role If You Can: Influence senior leaders without direct authority.
Translate employee insights into enterprise strategies.
Build trusted relationships across functions and levels.
Balance strategic thinking with operational execution.
Facilitate complex organizational discussions.
Turn data into action and measurable outcomes.
Navigate ambiguity while driving meaningful change.

Responsibilities

Lead Enterprise Culture Strategy: Partner with Organizational Effectiveness leadership to develop and execute the enterprise culture strategy aligned with business priorities.
Establish and monitor measures of culture effectiveness.
Translate OneTeam aspirations into scalable practices and experiences that reinforce desired leadership behaviors and performance expectations.
Drive initiatives that strengthen employee connection, organizational effectiveness, and teammate experience.
Own Employee Engagement & Listening: Lead the enterprise listening strategy, including the Employee Experience & Inclusion (EXI) Survey, pulse surveys, focus groups, and other listening channels.
Identify engagement trends, organizational risks, and opportunities.
Translate employee feedback into enterprise priorities and actionable recommendations.
Equip leaders and HR Business Partners with tools, playbooks, and resources to effectively address engagement opportunities.
Measure progress and impact against engagement goals.
Advance Inclusion Across the Organization: Develop and execute an enterprise inclusion strategy aligned to business and culture priorities.
Integrate inclusion practices into talent management, leadership development, onboarding, recognition, and employee experience processes.
Partner across Human Resources to embed inclusive leadership and decision-making into everyday practices.
Monitor inclusion-related measures and recommend actions that strengthen organizational effectiveness and teammate experience.
Drive Culture and Change Initiatives: Lead enterprise-wide culture initiatives that support organizational transformation and strategic priorities.
Develop change and communication strategies that reinforce desired behaviors and culture outcomes.
Partner with Organizational Effectiveness leaders and senior executives to support successful adoption of change initiatives.
Facilitate leadership conversations that strengthen alignment, culture, and organizational performance.
Deliver Organizational Insights: Analyze engagement, culture, inclusion, and retention data to identify trends and opportunities.
Develop executive dashboards and organizational health reporting.
Benchmark organizational practices against leading external organizations.
Translate data and insights into practical business recommendations for leaders and executives.
Build Strong Cross-Functional Partnerships: Partner with Leadership Development to align leadership capabilities and behaviors with culture priorities.
Collaborate with Talent Management to integrate culture and inclusion into performance management, succession planning, talent reviews, and career development.
Work closely with HR Business Partners, People Analytics, HR Technology, Communications, and business leaders to drive enterprise impact.