Organization Effectiveness Leader

Mission Healthcare•San Diego, CA

16h•Onsite

About The Position

Responsible for designing and driving the people‑focused strategies that strengthen Mission’s culture, improve organizational effectiveness, and support scalable growth. This role leads organizational development, employee development, engagement, performance management, and recognition strategy to create a consistent, high‑quality employee experience from hire to retention. This leader partners closely with executives, field leaders, and cross‑functional teams to build systems, processes, and programs that enable people to thrive and the organization to operate with clarity, accountability, and alignment.

Requirements

Bachelor’s degree required
10+ years of experience in organizational development, people strategy, HR, or related fields.
Demonstrated success leading organizational change, designing development programs, and improving people systems.
Strong process evaluation, analytical, facilitation, and communication skills.
Ability to influence at all levels and build trust across diverse teams.
Comfortable operating in a fast‑paced, scaling environment.

Nice To Haves

Master’s degree in OD, HR, I/O Psychology, Business Administration or related field preferred.
Experience in healthcare, home health, hospice, or a highly regulated environment preferred.

Responsibilities

Lead organizational design efforts, including role clarity, process mapping, and structural recommendations that support growth and operational efficiency.
Facilitate change‑management strategies for major initiatives, ensuring adoption, communication, and alignment across teams.
Assess organizational health and identify opportunities to improve collaboration, accountability, and cross‑functional effectiveness.
Develop frameworks that support scaling, including competency models, leadership expectations, and workforce planning insights.
Build and oversee leadership development programs, learning pathways, and skill‑building initiatives for clinical and non‑clinical roles.
Partner with leaders to identify capability gaps and design targeted development solutions.
Implement learning strategies that support career growth, retention, and internal mobility.
Identify opportunities to responsibly integrate AI into people processes, learning, and organizational workflows; partner with cross‑functional leaders to pilot, implement, and scale AI‑enabled tools that improve efficiency, decision‑making, and employee experience while ensuring compliance, transparency, and ethical use.
Lead engagement strategy, including surveys, listening mechanisms, and action planning.
Identify themes and insights that inform culture, communication, and leader enablement.
Strengthen onboarding, recognition, and employee‑experience touchpoints across the employee lifecycle.
Champion Mission’s values and embed them into programs, processes, and leadership practices.
Lead the design and continuous improvement of the performance‑management framework, ensuring clarity, fairness, and alignment with organizational goals.
Build leader capability in coaching, feedback, and accountability.
Introduce modern performance practices that support development, agility, and high performance.
Use performance data to identify trends, inform talent decisions, and guide development investments.
Design and enhance recognition programs that reinforce Mission’s values and celebrate contributions at all levels.
Partner with HR leadership to ensure recognition practices align with culture, performance, and retention goals.
Improve and streamline people systems and processes, including onboarding, new‑hire tracking, and HR technology integrations.
Use data and insights to inform decision‑making and measure impact.