AVP - L&D

About Us:

Our purpose is to help clients exceed their financial health goals. Across the reimbursement cycle, our scalable solutions and clinical expertise help solve programmatic needs. Enabling our teams with leading technology allows analytics to guide our solutions and keeps us accountable achieving goals.

We build long-term careers by investing in YOU. We seek to create an environment that cultivates your professional development and personal growth, as we believe your success is our success.

• ESSENTIAL DUTIES AND RESPONSIBILITIES:
• Note: The essential duties and responsibilities below are intended to describe the general duties and responsibilities of this position and are not intended to be an exhaustive statement of duties. This position may perform all or most of the primary duties listed below. Specific tasks, responsibilities or competencies may be documented in the Team Member’s performance objectives as outlined by the Team Member’s immediate Leadership Team Member.

Role Overview

The Associate Vice President – Talent Development is a strategic HR leader responsible for designing and driving a future-ready talent ecosystem that enhances organizational capability, leadership strength, and employee experience. This role will architect enterprise-wide learning strategies, leadership development pathways, and culture-building initiatives that align closely with business priorities and enable sustainable growth.

Key Responsibilities

1. Learning Strategy & Capability Development

• •Develop and implement a comprehensive enterprise learning strategy aligned with business goals and future capability requirements
• •Build organizational capability frameworks across technical, functional, and behavioral domains
• •Leverage digital learning, AI-enabled platforms, and modern instructional design to deliver scalable learning solutions
• •Establish a data-driven approach to measure learning effectiveness, ROI, and business impact
• •Partner with business leaders to anticipate skill gaps and drive workforce transformation initiatives

2. Leadership Development Programs

• •Design and deploy end-to-end leadership development architecture for emerging, mid-level, and senior leaders
• •Create succession planning frameworks and high-potential (HiPo) development pipelines
• •Introduce executive coaching, mentoring, and action-learning programs to accelerate leadership readiness
• •Embed leadership competencies aligned with organizational values and future strategy
• •Collaborate with external partners (top B-schools, leadership institutions) to bring global best practices

3. Employee Engagement Initiatives

• •Develop and oversee a holistic employee engagement strategy to enhance motivation, productivity, and retention
• •Drive enterprise-wide surveys (e.g., engagement, pulse) and translate insights into actionable interventions
• •Champion initiatives that improve employee experience across the lifecycle (onboarding to alumni)
• •Partner with HRBPs and business leaders to address engagement drivers and foster a high-performance culture
• •Implement recognition and reward frameworks linked to performance and values

4. Culture Building & DEI (Diversity, Equity & Inclusion)

• •Define and drive a strong, purpose-led organizational culture aligned with company values and strategy
• •Lead DEI strategy, goals, and programs , ensuring a truly inclusive workplace
• •Build awareness and capability around inclusive leadership and unconscious bias
• •Track and improve diversity metrics (gender, socio-economic, etc.) and ensure equity in talent processes
• •Embed culture and DEI principles into performance management, leadership development, and talent practices

5. Career Development Frameworks

• •Design and implement transparent career progression frameworks across all functions and levels
• •Build skills-based career pathways and internal mobility programs
• •Enable employees with tools for career self-management and growth planning
• •Integrate career development with learning platforms and talent marketplaces
• •Ensure alignment between career growth, succession planning, and workforce strategy

Key Outcomes / Success Metrics

• •Improved organizational capability and skill readiness index
• •Leadership pipeline strength and succession coverage
• •Employee engagement scores and retention metrics
• •DEI representation and inclusion indices
• •Internal mobility and career progression rates
• •Measurable business impact of learning interventions

Qualifications & Experience

• •MBA / Master’s in HR, Organizational Development, or related field
• •15–20+ years of experience in Talent Development / Learning / OD / HR leadership roles
• •Proven track record in leading enterprise-wide transformation initiatives
• •Experience working in complex, matrixed organizations
• •Exposure to global best practices in learning, leadership, and culture

Key Competencies

• •Strategic thinking and business acumen
• •Executive stakeholder influence
• •Change leadership and transformation capability
• •Data-driven decision-making
• •Strong program management and execution excellence
• •Deep expertise in modern learning technologies and trends

Leadership Expectations

• •Acts as a trusted advisor to senior leadership and the executive team
• •Builds a culture of continuous learning and growth
• •Drives innovation in talent and capability development
• •Creates a people-first, inclusive, and high-performance organization

• PHYSICAL DEMANDS:
• Note: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions as described. Regular eye-hand coordination and manual dexterity is required to operate office equipment. The ability to perform work at a computer terminal for 6-8 hours a day and function in an environment with constant interruptions is required. At times, Team Members are subject to sitting for prolonged periods. Infrequently, Team Member must be able to lift and move material weighing up to 20 lbs. Team Member may experience elevated levels of stress during periods of increased activity and with work entailing multiple deadlines.
• A job description is only intended as a guideline and is only part of the Team Member’s function. The company has reviewed this job description to ensure that the essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.