Director, Learning & Organizational Effectiveness

Inland Empire Health Plan•Rancho Cucamonga, CA

1d•$193,003 - $265,387•Hybrid

About The Position

Reporting to the Chief People Officer, the Director of Learning & Organizational Effectiveness provides strategic leadership for enterprise-wide learning, talent development, and organizational effectiveness. The role translates business priorities into integrated strategies that strengthen leadership capabilities, accelerate employee growth, enhance organizational agility, and build capabilities needed to achieve IEHP’s objectives. In 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 continuous learning, leadership excellence, and organizational effectiveness. The Director leads learning and development, organizational effectiveness, leadership development, and culture initiatives; oversees talent development processes and learning solutions; and provides strategic oversight of culture programs, Employee Resource Groups, learning architecture, measurement, partnerships, budgets, and resources. The position also leads and develops team members supporting these functions and ensures solutions are high-quality, scalable, cost-effective, and continuously improved. The role supports IEHP’s Quality Program goals, including HEDIS, CAHPS, and NCQA Accreditation. This position follows a hybrid work schedule: remote Monday and Friday, and onsite Tuesday through Thursday in Rancho Cucamonga, California. The annual pay range is USD $193,003.20–$265,387.20.

Requirements

At least eight years of experience in Learning and Development, Organizational Development, Leadership Development, or Human Resource Management.
At least four years of leadership-level experience in Organizational Development, Human Resources, or Talent Development.
Broad experience and knowledge of leadership development best practices.
Experience in process improvement, such as LEAN or Six Sigma.
Bachelor’s degree in organizational development, human resources, industrial psychology, business administration, education, psychology, organizational leadership, or a related field from an accredited institution.
Valid California driver’s license.
Advanced knowledge of leadership and organizational development principles; adult learning and instructional design practices; talent and succession management; performance and employee development; organizational change and effectiveness; learning ecosystems, digital learning technologies, and learning measurement; strategic workforce development; employee experience strategies; and Employee Resource Group governance.
Awareness of emerging Learning and Development technology trends, such as AI-enabled learning, microlearning, capability academies, and skills-based talent management.
Knowledge of 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, data analysis and decision-making, stakeholder management, collaboration, facilitation, negotiation, presentation, consultation, and written and verbal communication.
Ability to translate organizational strategy into an enterprise learning and organizational effectiveness roadmap; design and interpret learning analytics, leadership assessment data, organizational assessments, and engagement indicators; and manage budgets and resources for cost-efficient learning delivery.
Demonstrated ability to lead enterprise-wide learning and development strategies, assess organizational needs, recommend solutions, lead and develop high-performing teams, manage multiple priorities, and present learning strategies to audiences of varying sizes.
Demonstrated ability to guide cultural change, leadership transitions, strategic shifts, and modernization of learning practices; build cross-functional partnerships; use data to evaluate impact and guide decisions; develop creative, business-relevant solutions; and communicate effectively across organizational levels.

Nice To Haves

Experience within a healthcare setting.
Master’s degree in organizational development, human resources, industrial psychology, business administration, education, psychology, organizational leadership, or a related field from an accredited institution.
SHRM-SCP or SPHR certification.
ICF Coaching Certification.
Hogan Assessment Certification.
MBTI Certification.

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 aligned with organizational goals and current and emerging business priorities.
Lead the Learning and Development Partner function, partnering with business leaders to identify capability and performance gaps and recommend targeted development solutions.
Ensure Learning and Development Partners build strong relationships with business leaders and collaborate with HR Business Partners and other HR functions.
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, 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 and leadership effectiveness, organizational performance, change readiness, capability, and alignment with business priorities.
Partner with HR and senior leaders on succession planning, talent assessment, individual development planning, leadership assessments, and targeted development strategies.
Direct the design and delivery of learning programs using adult learning practices, blended learning, digital content, and experiential development.
Oversee enterprise culture programs 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 roles and levels.
Provide strategic oversight and governance for Employee Resource Groups and other culture-focused programs.
Establish and maintain 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.
Ensure the quality, consistency, scalability, and cost-effectiveness of learning and organizational development solutions through 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.
Lead, coach, and develop 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 other duties as required to support Health Plan operations and department business needs.
Incorporate IEHP Quality Program goals, including HEDIS, CAHPS, and NCQA Accreditation.