Senior Director, People Capability & Growth

Work Location: This position is designated as remote. However, employees who reside within a 40-mile radius of one of our office locations in Tampa, FL; Canonsburg, PA; or Bowie, MD will follow a hybrid work schedule and are expected to work in the office two days per week (Tuesdays and Wednesdays).

Overview:
We are reimaging how we approach immersive development and organizational capability and are looking for a builder with an innovation-forward mindset to help architect what comes next. This is not a traditional Talent Management or Learning & Development role. While operating within a lean team and a thoughtful budget, the Capability & Growth Leader will have significant autonomy and broad latitude to design and build a modern capability ecosystem from the ground up that helps employees and leaders develop the skills, behaviors and experiences needed to thrive in an increasingly dynamic and AI-enabled workplace. Success will require creativity, resourcefulness, experimentation, a strong business-mindset and a willingness to challenge traditional approaches to talent development. The ideal candidate brings a product mindset to employee growth – viewing employees and leaders as customers, leveraging data and feedback to continuously improve experiences, and creating solutions that employees actively choose to engage with rather than feel required to complete. We're looking for someone who can leverage emerging technologies, AI-enabled learning approaches, and innovative development practices to ensure employees and leaders can effectively navigate the changing nature of work. The Capability & Growth Leader partners closely with executive leaders, People Business Partners, and business stakeholders to identify critical organizational capabilities, design impactful learning experiences, strengthen leadership effectiveness, accelerate workforce readiness, and foster a culture of continuous growth. This role also provides strategic oversight for performance management, onboarding strategy, and Employee Resource Group (ERG) development initiatives. All of these programs should drive measurable improvements in employee growth, organizational capability, and business performance. While experience in Talent Management, Learning & Development, Organizational Development, or Human Resources is valuable, we are equally interested in candidates from Product Management, Sales Enablement, Customer Success, Consulting, Change Management, Organizational Effectiveness, or related disciplines.
Duties and Responsibilities:

• Develop and execute the organization’s immersive learning and capability-building strategy aligned with business objectives.
• Design employee experiences using customer-centric and product-development principles, including leadership and employee feedback, rapid experimentation and continuous iteration.
• Drive adoption and engagement with learning and growth initiatives.
• Leverage emerging technologies, AI-enabled solutions, best-practices, workforce data, learning analytics, employee feedback, and business insights to assess program effectiveness and improve outcomes.
• Manage junior team member and the budget for and relationship with external vendors and program partners as needed.
• Capability Building:
  • Identify current and future workforce capabilities required to achieve organizational goals and lead the development of enterprise learning experiences, including leadership and manager development programs, cohort-based learning, workshops, simulations, and other experiential learning programs to meet those needs.
  •  Lead the development of programs around AI literacy and future-skills strategy to prepare employees and leaders for evolving ways of working.
  • Establish methods to measure the impact of learning and development initiatives on employee capability, leadership effectiveness, and business outcomes.
• Growth:
  • Own the design, evolution, and continuous improvement of the organization’s performance management philosophy, processes, and tools.
  • Develop and implement career growth and development frameworks that support employee engagement, retention, and internal mobility.
• Employee Engagement:
  • Architect the organization’s employee listening strategy.
  • Partner with Employee Resource Groups (ERGs) and executive sponsors to align ERG initiatives with organizational learning, leadership, and inclusion goals.
  • Provide strategic oversight for new hire orientation and onboarding programs to ensure a consistent and engaging employee experience.
• Other:
  • Lead and participate in special projects and continuous improvement initiatives in support of organizational effectiveness and employee growth.
• Maintain compliance with lnovalon's policies, procedures and mission statement.
• Adhere to all confidentiality and HIPAA requirements as outlined within lnovalon's Operating Policies and Procedures in all ways and at all times with respect to any aspect of the data handled or services rendered in the undertaking of the position.
• Fulfill those responsibilities and/or duties that may be reasonably provided by lnovalon for the purpose of achieving operational and financial success of the Company.
• Uphold responsibilities relative to the separation of duties for applicable processes and procedures within your job function.
• We reserve the right to change this job description from time to time as business needs dictate and will provide notice of such.

Education:

• Bachelor’s Degree in Arts/Sciences (B.A./B.S.) in a related field preferred or comparable professional/career experience required

Experience:

• 10+ Years of progressive experience in building employee, customer, product, learning, enablement, leadership or organizational development programs required
• 15+ Years of total experience with Human Resources is preferred
• Experience with healthcare preferred

Skills and Abilities:

• Demonstrated experience designing and implementing enterprise-wide programs, products or experiences from conception to adoption, including comfort operating in ambiguity and without precedents.
• Strong understanding of emerging technology trends, including artificial intelligence and automation, and their implications for workforce capability, leadership and employee growth.
• Proven ability to influence and drive meaningful outcomes through partnership and collaboration across all levels of a complex organization in environments with limited resources or lean teams.
• Strong consulting, facilitation, presentation, and executive communication skills.
• Ability to translate business strategy into practical employee growth and capability-building initiatives.
• Strong project and program management skills with demonstrated ability to manage multiple initiatives simultaneously.
• Exceptional problem-solving, analytical, and organizational skills, including ability to leverage data to evaluate effectiveness and support decision-making.
• Ability to thrive in a fast-paced, evolving environment with a high degree of autonomy.
• Highly proficient skills in Microsoft Office applications, learning platforms, and related business technologies.

Working Conditions and Physical Demands:

• This is a primarily sedentary role. The employee is regularly required to sit, talk, and hear for extended periods of time, and also required to repetitively use manual labor to operate a computer keyboard and other office equipment.
• The employee may occasionally need to stand, walk, or lift and/or move up to 10 pounds. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.