Organizational Effectiveness Manager

Inland Empire Health Plan•Rancho Cucamonga, CA

14h•$104,042 - $137,842•Hybrid

About The Position

The Organizational Effectiveness Manager (OE Manager) is a key member of the Learning & Organizational Development function and is responsible for designing and operationalizing strategies that strengthen organizational health, culture, and performance across IEHP. This role blends organizational development strategy, talent analytics, succession planning, leadership development, and hands-on executive partnership. The OE Manager works closely with senior leaders, HR Business Partners, and stakeholders to diagnose systemic challenges, build practical and measurable interventions, and drive sustainable organizational growth. Commitment to Quality: 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 experience in Organizational Development/Effectiveness, HR Business Partnering, Talent Management, or People Analytics required
At least seven (7) years of leadership development experience with strong consulting and executive partnership focus
Demonstrated success designing and deploying organizational, operating, and capability models within complex, matrixed environments
Experience leading succession planning and executive talent review processes
Bachelor’s degree in Organizational Leadership, Human Resources, Business Administration, or a related field from an accredited institution required
Deep expertise in OD methodologies and action research
Exceptional communication skills with polished, business-oriented presence
Strong analytical capability with ability to convert data into insight and executive action
Proven ability to influence and build credibility with senior leaders
Strong program management capability with operational rigor and governance discipline

Nice To Haves

Master’s degree in Industrial/Organizational Psychology, Organizational Behavior, or a related field from an accredited institution preferred
Certification in a 360-degree feedback tool preferred
Coaching certification strongly preferred

Responsibilities

Develop and execute a comprehensive organizational effectiveness strategy aligned with IEHP’s mission, values, and evolving business priorities.
Translate enterprise culture and change initiatives into function-level roadmaps that reflect operational realities while advancing shared organizational standards.
Diagnose cultural, structural, and capability gaps and design targeted, evidence-based interventions.
Apply action research methodologies and organizational analytics to identify systemic opportunities involving strategy, structure, people, and processes.
Build and refine succession planning and talent review protocols for executive and critical roles, including process design, tools, governance, and cadence.
Identify critical organizational capabilities and design targeted development strategies at the organizational, team, and individual levels.
Enhance strategic organizational performance through robust talent management and capability-building initiatives.
Ensure alignment and integration of OD and talent frameworks with performance management, rewards, leadership development, and workforce planning.
Partner closely with L&OD, HR Business Partners, and business leaders to shape strategies that strengthen leadership capability and organizational effectiveness.
Provide high-level consulting and facilitation support, diagnosing development needs and delivering interventions that drive measurable impact.
Influence and coach senior leaders, constructively challenge assumptions, and foster alignment across diverse perspectives.
Leverage people and organizational data to generate insights, identify root causes, and guide decision-making.
Translate complex data into compelling executive-ready narratives and actionable recommendations.
Monitor effectiveness of OD strategies and continuously refine approaches based on measurable outcomes.
Design and implement repeatable, scalable processes with clear governance and accountability.
Maintain strong program management discipline across talent reviews, succession cycles, culture initiatives, and organizational assessments.
Ensure enterprise consistency while allowing for functional flexibility where appropriate.
Perform any other duties as required to ensure Health Plan operations and department business needs are successful.