Sr. People and Organizational Development Director

CenCal Health•Santa Barbara, CA

57d•Remote

About The Position

Reporting to the Chief Performance Officer, the Sr. People and Organizational Development Director advances CenCal Health's mission by enabling alignment between organizational strategy, structure, and people systems. Core responsibilities include, but are not limited to: Providing strategic leadership and oversight to the People Operations Department, ensuring functional excellence in all People Operations functions, including talent acquisition, performance management, learning and development, compensation and benefits, employee experience, HRIS and employee data management, and workforce compliance. Developing, implementing, and championing evidence-based change management models and methods, and leading organizational change initiatives to support successful adoption of priorities. Designing and overseeing workforce planning and operating models that ensure organizational capacity and role clarity. Developing and implementing workforce development, incentive, and recognition programs that align with performance, capability building, and employee engagement goals. Facilitating group-level organizational development assessment and intervention processes, including the periodic departmental assessment processes and oversight of related structure, people, and process improvements. Performing other duties as assigned. This role operates with a high degree of independence and professional judgment in managing sensitive, cross-functional initiatives. It requires strong strategic acumen, the ability to influence at all levels of the organization, and the capability to translate complex organizational needs into practical, people-centered solutions.

Requirements

Deep understanding of organizational development theory, group dynamics, and systems thinking principles.
Expertise in change management methodologies (e.g., PROSCI, Kotter, ADKAR) and organizational design frameworks.
Knowledge of workforce planning models, talent development practices, and incentive strategy design.
Knowledge of HR compliance, employment law, and workforce policies.
Understanding of total rewards, employee relations, and HR operations.
Understanding of talent lifecycle, succession planning, and workforce analytics.
Deep competency in translating data and feedback into scalable workforce strategies.
Policy development, workforce planning, and system implementation skills.
Familiarity with strategic planning frameworks and how they intersect with people and process design.
Strong facilitation and coaching skills across various leadership levels and group settings.
Excellent written and verbal communication skills, including the ability to synthesize complex ideas and convey them clearly.
Advanced data analysis and visualization skills for tracking workforce and organizational effectiveness metrics.
Project management and process improvement skills to lead initiatives from planning through implementation.
Ability to lead and integrate multiple teams and functions toward unified outcomes.
Ability to lead people-centered transformation at both department and enterprise levels.
Ability to model and operationalize values such as compassion, collaboration, and equity.
Ability to influence without authority and navigate complex organizational structures.
Ability to think strategically while executing with attention to operational detail.
Ability to build credibility, trust, and relationships across all levels of the organization.
Ability to manage sensitive situations with discretion and emotional intelligence.
Ability to prioritize and manage multiple initiatives in a dynamic, evolving environment.
Ability to apply an equity-centered and inclusive lens to organizational systems and culture.
Bachelor's degree in Organizational Development, Industrial/Organizational Psychology, Business Administration, Human Resources, or related field required.
Minimum of ten (10) years of progressively responsible experience in organizational development, human resources, change management, workforce strategy, or related field.
At least five (5) years of senior leadership experience managing HR, People Operations, Organizational Development or related teams, ideally in a healthcare, managed care, or mission-driven setting.

Nice To Haves

Understanding of healthcare delivery systems, managed care organizations, and mission-driven environments is preferred.
Master's degree in Organizational Development, Industrial/Organizational Psychology, or related discipline strongly preferred.
Certifications in PROSCI or other formal change management methodologies, and organizational assessment tools (e.g., DiSC, Hogan, MBTI), strongly preferred.
A combination of education and experience that provides the necessary knowledge, skills, and abilities to perform the role effectively will be considered.

Responsibilities

Providing strategic leadership and oversight to the People Operations Department, ensuring functional excellence in all People Operations functions, including talent acquisition, performance management, learning and development, compensation and benefits, employee experience, HRIS and employee data management, and workforce compliance.
Developing, implementing, and championing evidence-based change management models and methods, and leading organizational change initiatives to support successful adoption of priorities.
Designing and overseeing workforce planning and operating models that ensure organizational capacity and role clarity.
Developing and implementing workforce development, incentive, and recognition programs that align with performance, capability building, and employee engagement goals.
Facilitating group-level organizational development assessment and intervention processes, including the periodic departmental assessment processes and oversight of related structure, people, and process improvements.
Performing other duties as assigned.

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