Learning & Development Partner

Inland Empire Health Plan•Rancho Cucamonga, CA

6d•$91,250 - $120,910•Hybrid

About The Position

The Learning & Development (L&D) Partner serves as a strategic consultant to assigned business units, aligning learning strategy with organizational priorities. This role designs and deploys innovative learning and organizational development solutions that build leadership capability, strengthen team performance, and drive measurable business outcomes. The L&D Partner integrates consultative expertise, instructional design, and organizational effectiveness practices to translate business needs into impactful development experiences. The IEHP Team is committed to incorporate IEHP’s Quality Program goals including, but not limited to, HEDIS, CAHPS, and NCQA Accreditation.

Requirements

At least five (5) years of progressive experience in Learning & Development, Organizational Development, or Talent Management required
Experience partnering with senior leaders in complex organizations
Bachelor’s degree from an accredited institution required
Expertise in instructional design methodologies (ADDIE or equivalent)
Knowledge of adult learning theory and performance consulting
Experience facilitating leadership development programs.
Strong consultative and influencing skills
Skilled at organizational diagnostics, team effectiveness, and change management
Strong analytical skills and comfort using data to inform decisions
Ability to translate business strategy into scalable learning solutions

Nice To Haves

Master’s degree in Organizational Development, Education, HR, or related field from an accredited institution preferred
Knowledge of LMS platforms, e-learning tools (i.e., Articulate, Captivate), and emerging technology used to advance the learning function (i.e., AR/VR)

Responsibilities

Partner with leaders to assess capability gaps and align learning strategies with enterprise goals.
Develop annual and multi-year learning plans for assigned business areas.
Ensure learning initiatives support performance, engagement, and culture objectives.
Serve as a trusted advisor to senior leaders and HR Business Partners.
Conduct needs assessments using performance consulting methodologies.
Diagnose root causes of performance gaps and recommend systemic solutions (learning, process, structure, or leadership interventions).
Facilitate strategic conversations related to leadership development, team effectiveness, and change management.
Engage in the design process of evidence-based learning solutions using adult learning principles.
Incorporate modern learning technologies and analytics to enhance engagement and measure impact.
Facilitate high-impact leadership and team development sessions as needed.
Support organizational effectiveness initiatives such as team interventions, culture initiatives, leadership development frameworks, and change efforts.
Facilitate team sessions focused on alignment, accountability, communication, and performance.
Utilize assessments (e.g., 360 feedback, personality, engagement data) to inform development strategies.
Partner on succession planning, individual development planning, and leadership readiness efforts.
Establish success metrics and evaluate effectiveness of learning interventions.
Leverage data (engagement surveys, performance metrics, 9-box insights, KPIs) to refine strategies.
Continuously identify opportunities to enhance learning impact and business value.
Perform any other duties as required to ensure Health Plan operations and department business needs are successful.