Organizational Effectiveness Manager

Overview What you can expect!  Find joy in serving others with IEHP! We welcome you to join us in “healing and inspiring the human spirit” and to pivot from a “job” opportunity to an  authentic experience! The Organizational Effectiveness Manager (OE Manager) is a key member of the Learning & Organizational Development function and is responsible for designing and operationalizing strategies that strengthen organizational health, culture, and performance across IEHP. This role blends organizational development strategy, talent analytics, succession planning, leadership development, and hands-on executive partnership. The OE Manager works closely with senior leaders, HR Business Partners, and stakeholders to diagnose systemic challenges, build practical and measurable interventions, and drive sustainable organizational growth. Commitment to Quality: The IEHP Team is committed to incorporate IEHP’s Quality Program goals including, but not limited to, HEDIS, CAHPS, and NCQA Accreditation. Additional Benefits Perks IEHP is not only committed to healing and inspiring the human spirit of our Members, but we also aim to match our team members with the same energy by providing prime benefits and more. Competitive salary State of the art fitness center on-site Medical Insurance with Dental and Vision Life, short-term, and long-term disability options Career advancement opportunities and professional development Wellness programs that promote a healthy work-life balance Flexible Spending Account – Health Care/Childcare CalPERS retirement 457(b) option with a contribution match Paid life insurance for employees Pet care insurance Key Responsibilities Organizational Effectiveness Strategy Develop and execute a comprehensive organizational effectiveness strategy aligned with IEHP’s mission, values, and evolving business priorities. Translate enterprise culture and change initiatives into function-level roadmaps that reflect operational realities while advancing shared organizational standards. Diagnose cultural, structural, and capability gaps and design targeted, evidence-based interventions. Apply action research methodologies and organizational analytics to identify systemic opportunities involving strategy, structure, people, and processes. Succession Planning & Talent Strategy Build and refine succession planning and talent review protocols for executive and critical roles, including process design, tools, governance, and cadence. Identify critical organizational capabilities and design targeted development strategies at the organizational, team, and individual levels. Enhance strategic organizational performance through robust talent management and capability-building initiatives. Ensure alignment and integration of OD and talent frameworks with performance management, rewards, leadership development, and workforce planning. Executive Partnership & Consulting Partner closely with L&OD, HR Business Partners, and business leaders to shape strategies that strengthen leadership capability and organizational effectiveness. Provide high-level consulting and facilitation support, diagnosing development needs and delivering interventions that drive measurable impact. Influence and coach senior leaders, constructively challenge assumptions, and foster alignment across diverse perspectives. Organizational Analytics & Insights Leverage people and organizational data to generate insights, identify root causes, and guide decision-making. Translate complex data into compelling executive-ready narratives and actionable recommendations. Monitor effectiveness of OD strategies and continuously refine approaches based on measurable outcomes. Program Governance & Operational Excellence Design and implement repeatable, scalable processes with clear governance and accountability. Maintain strong program management discipline across talent reviews, succession cycles, culture initiatives, and organizational assessments. Ensure enterprise consistency while allowing for functional flexibility where appropriate. Perform any other duties as required to ensure Health Plan operations and department business needs are successful. Qualifications Education & Requirements  Minimum of seven (7) years of experience in Organizational Development/Effectiveness, HR Business Partnering, Talent Management, or People Analytics required At least seven (7) years of leadership development experience with strong consulting and executive partnership focus Demonstrated success designing and deploying organizational, operating, and capability models within complex, matrixed environments Experience leading succession planning and executive talent review processes Bachelor’s degree in Organizational Leadership, Human Resources, Business Administration, or a related field from an accredited institution required Master’s degree in Industrial/Organizational Psychology, Organizational Behavior, or a related field from an accredited institution preferred Certification in a 360-degree feedback tool preferred Coaching certification strongly preferred Key Qualifications Deep expertise in OD methodologies and action research Exceptional communication skills with polished, business-oriented presence Strong analytical capability with ability to convert data into insight and executive action Proven ability to influence and build credibility with senior leaders Strong program management capability with operational rigor and governance discipline Start your journey towards a thriving future with IEHP and apply TODAY ! Work Model Location This position is on a hybrid work schedule. (Mon & Fri - remote, Tues - Thurs onsite in Rancho Cucamonga, CA.) Pay Range USD $104,041.60 - USD $137,841.60 /Yr.