VP Org Eff & Workforce Transf
Vice President, Organizational Effectiveness & Workforce Transformation
Position Summary
Reporting to the Chief People and Culture Officer, the Vice President, Organizational Effectiveness & Workforce Transformation partners with executive leaders, HR Business Partners, and business leaders across IBX and AmeriHealth Caritas to advance strategies that strengthen organizational effectiveness and talent strategies that advance enterprise growth and performance.
The role serves as an enterprise architect for talent, leadership, workforce, and skills strategies, helping the organization anticipate and prepare for evolving workforce, skill, and leadership needs, including the impact of emerging technologies, AI-enabled work, and changing workforce expectations. The role is also responsible for advancing the organization's transition to a skills-based talent strategy that aligns workforce capabilities, learning investments, career development, and business priorities.
The Vice President balances shared enterprise priorities with the unique needs of each organization while ensuring strategies are scalable, data-informed, and aligned with long-term business and people objectives.
Key Responsibilities
Enterprise Talent and Learning Strategy
- Sets an integrated enterprise direction for talent and learning aligned with business and workforce priorities.
- Translate enterprise priorities into practical talent and learning strategies tailored to the business, workforce, and operating needs of IBX and AmeriHealth Caritas.
- Anticipate changing workforce, skill, technology, and leadership needs and incorporate them into enterprise talent and learning priorities
- Partner across HR to integrate talent practices throughout the associate lifecycle and deliver a consistent, scalable experience.
- Monitor workforce, labor market, technology, and capability trends to identify emerging risks and opportunities and translate insights into enterprise talent, learning, and workforce strategies.
Talent Management, Leadership Development & Learning
Builds integrated talent systems and development strategies that strengthen leadership pipelines, associate growth, and enterprise capability.
- Lead talent reviews, succession planning, high-potential development, career growth, internal mobility, and leadership pipeline strategies.
- Create frameworks, tools, and insights that support sound talent and workforce decisions and equip HR Business Partners to partner effectively with business clients as strategic talent advisors.
- Lead enterprise learning and leadership development strategies that build critical skills, manager effectiveness, executive readiness, and future workforce capabilities aligned with evolving business and technology needs.
- Embed inclusive leadership, coaching, continuous feedback, and accountability into talent and development practices.
- Establish enterprise capability-building strategies that prepare leaders and associates for emerging workforce demands, digital transformation, AI-enabled work, and evolving business models.
Future of Work, Skills Strategy, and Org Effectiveness
Leads enterprise workforce transformation strategies that anticipate future skill requirements, workforce trends, and the impact of AI, automation, and emerging technologies on how work is designed and performed.
- Establish enterprise approaches, frameworks, tools, and analytics for organizational effectiveness, workforce planning, and transformation.
- Advise on complex organizational, workforce, and operating model decisions and support cross-enterprise design and transformation efforts.
- Lead strategies that address future workforce needs, including emerging skills, technology-enabled work, and evolving ways of working.
- Drive enterprise change and adoption strategies, measuring effectiveness, business impact, and sustainment.
- Develop an enterprise skills strategy and capability framework that identifies critical future skills, informs workforce planning, and guides talent, learning, and career development investments.
Analytics, Governance & Team Leadership
Ensures the function is data-informed, well governed, and operationally disciplined.
- Use workforce, talent, engagement, and organizational insights to identify risks, guide priorities, and measure impact.
- Oversee learning governance, technology, vendors, budget, standards, and measurement to support effective, efficient delivery.
- Build and lead a high-performing team with strong consulting, analytics, and execution capabilities.
Required Qualifications
- Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Education, or a related field; advanced degree preferred.
- Minimum of 10 years of progressive leadership experience across organizational effectiveness, workforce transformation, talent, learning, organizational development, HR strategy, or related disciplines.
- Experience leading enterprise-wide talent, learning, organizational effectiveness, or workforce strategies in a large, complex, matrixed organization.
- Experience leading large-scale organizational or workforce transformation, including organization design, change leadership, workforce planning, or operating model evolution.
- Proven ability to advise and influence senior executives on complex organizational, talent, and workforce decisions using business acumen and data-informed insight.
- Experience assessing future workforce and capability needs and translating them into practical talent, learning, and transformation strategies.
- Strong people leadership, communication, executive presence, and commitment to inclusive talent practices and measurable business outcomes.
Hybrid
Independence has implemented a “Hybrid” model which provides our associates with the ability work in the office 3 days a week (Tuesday, Wednesday & Thursday) and remotely 2 days a week (Monday & Friday). This role is designated as a role that fits into the “Hybrid” model. While associates may work remotely, the work must be performed in the Tri-State Area of Delaware, New Jersey or Pennsylvania.
Inclusion and Belonging
At IBX, everyone can feel valued, supported, and comfortable to be themselves, and all associates have a fair opportunity to achieve their full potential. We put these principles into action every day by acting with integrity and respect. Celebrating and embracing diverse thoughts and perspectives that make up our workforce means our company is more vibrant, innovative, and better able to support the people and communities we serve.
About Our Company
Serving more than 8 million people nationwide, including 2.5 million in southeastern Pennsylvania, Independence Health Group — together with its subsidiaries — is the leading health insurance organization in the Philadelphia region. Our mission to build healthier lives for you, your family, and your employees shapes our actions and decisions every day.
At Independence, we see each of our members as an individual, with unique needs and concerns. We’re dedicated to harnessing the very latest ideas and technologies to deliver access to care that meets those needs and surpasses your expectations. For more information about Independence access our website at www.ibx.com. We’re revolutionizing health care, and our focus is on you!
Equal Employment Opportunity
IBX is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to their age, race, color, religion, sex, national origin, sexual orientation, protected veteran status, or disability.
Agency Disclaimer
All resumes submitted directly to an Independence Blue Cross employee from a vendor via email, the Internet or in any other form without a valid written search agreement in place for this position from the Independence Blue Cross Family of Companies Human Resources Department will be deemed the sole property of Independence Blue Cross and the Independence Blue Cross Family of Companies. Please note that no fee will be paid in the event the candidate is hired by Independence Blue Cross or the Independence Blue Cross Family of Companies as a result of the referral or through means other than our established process.