Sr. People and Organizational Development Director na CenCal Health

Description

Central Coast Salary Range: $242,333 - $387,733

While candidates from anywhere in California are welcome to apply, there is a strong preference for those who reside on the Central Coast (Ventura, Santa Barbara, San Luis Obispo, Monterey and Santa Cruz Counties). This role may offer opportunities for remote work; however, familiarity with and proximity to our local customers is valued.

Job Summary

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:

1. 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.
2. Developing, implementing, and championing evidence-based change management models and methods, and leading organizational change initiatives to support successful adoption of priorities.
3. Designing and overseeing workforce planning and operating models that ensure organizational capacity and role clarity.
4. Developing and implementing workforce development, incentive, and recognition programs that align with performance, capability building, and employee engagement goals.
5. Facilitating group-level organizational development assessment and intervention processes, including the periodic departmental assessment processes and oversight of related structure, people, and process improvements.
6. 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.

Duties & Responsibilities

1. 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, with duties including but not limited to:

• Directly supervising the People Operations Director and providing guidance on workforce policies, compliance, and practice.
• Ensuring integration and alignment of People Operations with organizational development, performance, and planning initiatives.
• Overseeing the development, evaluation, and modernization of HR strategies, including recruitment, onboarding, benefits, and employee experience.
• In collaboration with the Legal Officer, supporting employee relations strategies that reflect CenCal Health’s mission, values, and legal obligations.
• Driving functional excellence in all areas of People Operations and ensuring best practices in HR compliance, equity, and workforce engagement.

2. Developing, implementing, and championing evidence-based change management models and methods, and leading organizational change initiatives to support successful adoption of priorities, with duties including but not limited to:

• Leading the design and application of structured change management strategies across priority initiatives.
• Conducting stakeholder analysis, readiness assessments, and resistance management planning.
• Developing and executing change communication plans in coordination with executive and operational leaders.
• Designing sustainability and reinforcement strategies to ensure long-term adoption.
• Aligning and coordinating change management strategies with Operational Excellence for initiatives advancing Operating Plan tactical priorities.

3. Designing and overseeing workforce planning and operating models that ensure organizational capacity and role clarity, with duties including but not limited to:

• Developing and maintaining workforce planning models (e.g., D-SNP Operating Model) and tools in consultation with the CPO and in collaboration with Finance and People Operations.
• Evaluating organizational structure to align with strategic goals and capacity needs.
• Advising leaders on span of control, role clarity, and staffing plans.

4. Developing and implementing workforce development, incentive, and recognition programs that align with performance, capability building, and employee engagement goals, with duties including but not limited to:

• Designing and overseeing programs that support workforce development and professional growth, including oversight of the CenCal Health Talent Development Framework.
• Creating and maintaining career pathways and role clarity frameworks in collaboration with People Operations.
• Administering and evolving workforce incentive and recognition programs in collaboration with People Operations, Operational Excellence, and Finance.
• Aligning programs with organizational goals and employee engagement insights, balancing people and performance outcomes in equal measure.
• Developing and reporting on key organizational effectiveness and workforce health metrics.

5. Facilitating group-level organizational development assessment and intervention processes, including the Annual Departmental Assessment process and oversight of related structure, people, and process improvements, with duties including but not limited to:

• Leading team effectiveness and alignment interventions.
• Facilitating leadership and cross-functional development sessions.
• Serving as process owner of the Annual Departmental Assessment, including facilitation, analysis, and oversight of implementation.
• Supporting structural, workforce, and process changes resulting from assessment findings, including leading the annual implementation of FTE additions, promotions and conversions through People Operations.

6. Performing other duties as assigned, with duties including but not limited to:

• Serving as primary back-up to the Chief Performance Officer.

Qualifications

Knowledge/Skills/Abilities

• 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.
• Understanding of healthcare delivery systems, managed care organizations, and mission-driven environments is preferred.
• 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.

Education & Experience

• Bachelor’s degree in Organizational Development, Industrial/Organizational Psychology, Business Administration, Human Resources, or related field required.
• Master’s degree in Organizational Development, Industrial/Organizational Psychology, or related discipline strongly preferred.
• 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.
• 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.