Manager, Learning & Development Partners

Inland Empire Health Plan•Rancho Cucamonga, CA

7d•$135,200 - $179,130•Hybrid

About The Position

The Manager, Learning & Development (L&D) Partners leads the enterprise-wide learning partnership model, ensuring learning strategies support all Team Members and leaders across the organization. The manager oversees a team of L&D Partners who consult with business units to assess enterprise capability needs, align learning initiatives to business strategy, and deploy scalable solutions that drive performance. This role oversees the design and deployment of enterprise learning and organizational development solutions that strengthen leadership capability, enhance team performance, and drive measurable business outcomes. This position ensures learning solutions are aligned, practical, measurable, and consistent with enterprise objectives. As both a people leader and strategic consultative leader, the Manager, Learning & Development Partners ensures consistent performance consulting practices across the team, provides coaching and direction to L&D Partners, and collaborates closely with L&D Architecture Lead, senior leaders, HR Business Partners, and cross functional partners to deliver scalable, high impact learning experiences. The Manager serves as a strategic leader responsible for enterprise learning governance, prioritization, quality, and measurable impact. The IEHP Team is committed to incorporate IEHP’s Quality Program goals including, but not limited to, HEDIS, CAHPS, and NCQA Accreditation.

Requirements

Minimum of seven (7) years of progressive experience in Learning & Development, Organizational Development, or Talent Management required
At least three (3) years of supervisory experience managing a team in a learning environment
Demonstrated experience developing enterprise-wide learning strategies
Experience leading multiple enterprise initiatives simultaneously
Demonstrated experience partnering with senior leaders and influencing complex, matrixed organizations
Bachelor’s degree in Organizational Development, Education, Human Resources, or related field from an accredited institution required
Comprehensive expertise and deep understanding in the following areas: Instructional design methodologies (ADDIE or equivalent), Adult learning theory and performance consulting, Organizational diagnostics and change management practices, Supporting large, complex organizations, Succession planning, 360 assessments, and leadership development frameworks, Data fluency and dashboard management
Strong consultative and relationship building skills.
Strong stakeholder management skills
Skills in facilitating leadership development and team effectiveness programs
Strong analytical capabilities and comfort using data to inform decisions.
Proven ability to show/possess: Enterprise Thinking, Strategic Prioritization, Portfolio Management, Stakeholder Influence, Learning Governance, Data-Driven Decision Making, Team Leadership
Ability to translate business strategy into scalable learning solutions
Ability to coach and develop others, fostering a high performing team environment

Nice To Haves

Master's degree in Organizational Development, Education, Human Resources, or related field from an accredited institution preferred

Responsibilities

Lead development and execution of enterprise annual and multiyear learnings strategy aligned to organizational priorities.
Ensure learning needs across all Team Members and leaders are assessed and prioritized.
Establish governance and intake processes for enterprise learning requests.
Align leadership, compliance, professional, and capability development under a unified strategy.
Partner with senior leaders and HR Business Partners to identify business capability gaps/needs and translate into learning and development strategies.
Maintain enterprise consistency while allowing functional nuance.
Ensure initiatives align with enterprise goals around performance, culture, engagement, and growth.
Provide strategic counsel on learning implications of organizational changes or new initiatives.
Manage and develop a team of Learning & Development Partners serving enterprise functions.
Set priorities, assign work, and monitor quality and consistency of consultative and design practices across the team.
Build capability within the team in areas such as needs assessment, learning strategy, facilitation, and measurement.
Establish standards, processes, and tools to ensure consistent delivery across business units.
Support team workload management and resource planning to meet organizational needs.
Support deployment of leadership development programs across all levels.
Collaborate on succession planning, individual development planning, and leadership readiness efforts.
Integrate succession planning insights into scalable development offerings.
Promote experiential development, mentoring, coaching, and stretch opportunities as part of learning strategy.
Ensure development opportunities are accessible across the organization.
Oversee enterprise learning portfolio, ensuring alignment to business priorities.
Maintain quality standards in instructional design and delivery.
Partner with Learning Architecture & Technology to optimize platforms and tools.
Balance enterprise demand with resource capacity.
Establish and monitor KPIs for enterprise learning (engagement, behavior change, performance impact, Net Promoter Score (NPS), etc.).
Use data to inform prioritization and continuous improvement.
Report enterprise learning impact to senior leadership.
Address root causes of performance gaps through systemic interventions (learning, leadership, process, or structural solutions.
Leverage assessments (360 feedback, personality tools, engagement data) to drive individual and team development strategies.
Partner closely with business unit leaders and other Learning & Development teams to support organizational effectiveness efforts, including culture initiatives, leadership frameworks, and team interventions.
Collaborate with Talent Management on succession and development pathways.
Align with Compliance and other functions to integrate required training within broader learning strategy.
Facilitate high level conversations regarding talent development, leadership capability, and team effectiveness.
Oversee facilitation of sessions focused on alignment, accountability, communication, and team performance.
Oversee and guide the design of evidence-based learning solutions grounded in adult learning principles.
Ensure the integration of modern learning technologies, analytics, and digital design tools to enhance learner engagement.
Facilitate leadership, team development, and organizational interventions as needed.
Maintain knowledge of LMS platforms, e-learning tools (Articulate, Captivate), and emerging technologies (AR/VR) advancing the L&D function.
Perform any other duties as required to ensure Health Plan operations and department business needs are successful.