VP, Organizational Effectiveness & Workforce Transformation

Independence Blue Cross; Philadelphia (Philadelphia County); Hybrid; USD 190,000 - 260,000; Full time

Job summary

Independence Blue Cross in Philadelphia is seeking a Vice President, Organizational Effectiveness & Workforce Transformation to partner with executive leaders and HR to drive enterprise talent and learning strategies that align with business priorities and future work needs.

This role acts as an enterprise architect for skills, leadership, and AI-enabled work, balancing enterprise goals with local needs and ensuring scalable, data-driven decisions across IBX and AmeriHealth Caritas.

Qualifications

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Education, or related field.
• Minimum of 10 years of progressive leadership experience across organizational effectiveness and workforce transformation.
• Experience leading enterprise-wide talent, learning, and workforce strategies in a large, complex organization.
• Proven ability to influence senior executives using data-informed insights.

Responsibilities

• Set integrated enterprise direction for talent and learning aligned with priorities.
• Translate priorities into practical talent and learning strategies for IBX and AmeriHealth Caritas.
• Lead talent reviews, succession planning, and leadership pipelines.
• Develop enterprise skills strategies and capability frameworks for future workforce needs.
• Ensure data-informed governance and lead a high-performing analytics team.

Skills

Executive leadership

Talent management

Learning and development

Organizational design

Data-informed decision making

Education

Bachelor's degree in HR/OD/Business

Advanced degree preferred

Job description

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.