Senior Director, Enterprise Talent Development & Culture

Who weare

Founded in 1999 and headquartered in Central Ohio were a privately-owned independent healthcare navigation organization. We believe that no one should have to navigate the cost and complexity of healthcare alone and were on a mission to make healthcare simpler and more effective for our millions of members. Our big-hearted tech-savvy team fights to ensure that our members get the care they need when they need it at the most affordable cost thats why we call ourselves Healthcare Warriors.

Were committed to building diverse and inclusive teams more than 2000 of us and counting so if youre excited about this position we encourage you to apply even if your experience doesnt match every requirement.

About the role

The Senior Director Enterprise Talent Development & Culture will lead the organizations enterprise strategy for developing talent strengthening leadership capability advancing culture and enabling employee growth.

This role will serve as a strategic partner to the CHRO HR leadership team HR business partners business executives and cross-functional stakeholders to build scalable development experiences that support enterprise transformation employee engagement internal mobility leadership readiness inclusion and retention.

The Senior Director will be responsible for moving the organization beyond program-based learning toward a more integrated people enablement strategy. This leader will help create the systems frameworks learning pathways leadership experiences and cultural practices that allow employees and leaders to grow perform and build long-term careers with the organization.

This is a highly influential enterprise role that requires both strategic vision and hands-on execution. The ideal leader can set direction build structure influence across functions and roll up their sleeves to design practical solutions that scale.

Location: This position may work hybrid from our Dublin Ohio location.

What youll do(Essential Responsibilities)

Enterprise Talent Development Strategy

• Lead the enterprise talent development strategy in alignment with business priorities workforce needs culture goals and long-term growth.
• Build scalable development programs that help employees grow skills understand career opportunities and prepare for future roles.
• Partner with HR business partners and business leaders to identify capability gaps and translate them into learning coaching and development solutions.
• Support talent review succession planning career pathing coaching plans and internal mobility through practical development strategies.
• Shift learning and development from reactive training requests to proactive capability-building and people enablement.
• Use data feedback and business insights to evaluate development needs and guide future programming.

Leadership Development and Manager Enablement

• Own the strategy design and continuous improvement of enterprise leadership development.
• Build development pathways for emerging leaders new leaders experienced leaders and high-potential talent.
• Create manager enablement tools that help leaders coach develop include engage and retain talent.
• Partner with HRBPs and senior leaders to connect leadership development to performance management succession planning talent reviews engagement and retention.
• Design leadership experiences that extend beyond classroom learning and support real-time application peer learning coaching and behavior change.
• Establish leadership expectations that reinforce the organizations culture values and transformation priorities.
• Culture Inclusion and Belonging
• Lead culture and inclusion strategies that strengthen belonging equity engagement and leadership accountability.
• Partner with employee resource groups HRBPs executives and business leaders to embed inclusive practices into leadership and talent development programs.
• Ensure learning and development experiences reinforce the culture the organization is working to build.
• Use employee insights engagement data and feedback to identify barriers to growth belonging mobility and retention.
• Build programs and resources that help leaders create inclusive high-performing teams.

Enterprise Learning Infrastructure

• Lead the continued evolution of the organizations enterprise learning hub learning platform or learning ecosystem.
• Build accessible learning paths development resources and tools that make growth easier for employees and leaders.
• Establish common standards for learning design facilitation measurement reporting and program evaluation.
• Partner with stakeholders across the business to ensure learning programs are aligned scalable and easy to access.
• Develop reporting and insights that show learning participation effectiveness capability gaps and future development needs.
• Manage learning-related budgets vendors resources and programming investments to ensure strong business alignment and impact.

People Enablement and Retention

• Build strategies that help employees understand expectations grow capabilities access development and see a future within the organization.
• Partner with HRBPs and leaders to identify retention risks connected to manager capability career clarity onboarding gaps engagement or lack of development access.
• Strengthen the connection between learning culture performance engagement belonging and retention.
• Support development strategies for high performers critical roles emerging leaders and underrepresented talent.
• Build practical tools that help managers have better growth coaching career and performance conversations.

Enterprise Transformation Support

• Serve as a key partner to the CHRO in advancing enterprise-wide people enablement and talent transformation.
• Help define the learning and development standards that should guide enterprise training onboarding leadership development and employee growth programs.
• Partner with operational commercial and functional leaders to align development principles manager expectations learning standards and measurement practices.
• Support the creation of enterprise frameworks such as role-based learning paths leadership expectations readiness checkpoints coaching tools and development journeys.
• Influence cross-functional initiatives connected to workforce readiness culture retention leadership effectiveness and employee experience.
• Other duties as assigned

What youll bring (Qualifications)

• Experience: 10 years of progressive experience in talent development learning and development organizational development leadership development culture inclusion enablement or related HR/People functions.
• 5 years of people leadership experience.
• Demonstrated experience building learning strategies leadership development programs career pathways manager tools employee development programs or enterprise learning infrastructure.
• Strong ability to partner with executives HRBPs business leaders and cross-functional stakeholders.
• Experience using data feedback engagement insights learning metrics or performance trends to guide talent development strategy.
• Strong understanding of adult learning instructional design facilitation learning technology and learning measurement.
• Experience managing budgets vendors learning platforms programs or enterprise development resources.
• Demonstrated ability to create structure influence without direct authority and build scalable programs in evolving environments.
• Strong communication facilitation change leadership stakeholder management and executive presentation skills.
• Experience connecting talent development to engagement retention culture performance inclusion succession or internal mobility.
• Manage and protect company and member data by working within company ethics policies and guidelines

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