VP, Talent Development

Judi Health is an enterprise health technology company providing a comprehensive suite of solutions for employers and health plans, including:

• Capital Rx
  , a public benefit corporation delivering full-service pharmacy benefit management (PBM) solutions to self-insured employers,
• Judi Health™, which offers full-service health benefit management solutions to employers, TPAs, and health plans, and
• Judi®, the industry’s leading proprietary Enterprise Health Platform (EHP), which consolidates all claim administration-related workflows in one scalable, secure platform.

Together with our clients, we’re rebuilding trust in healthcare in the U.S. and deploying the infrastructure we need for the care we deserve. To learn more, visit (Use the "Apply for this Job" box below). .

Location:

Remote (For Non-Local) or Hybrid (Local to Denver or NYC area)

Position Summary

The VP, Talent Development is a senior leader responsible for building a holistic, enterprise-wide talent development ecosystem that strengthens workforce capability and accelerates business performance. This role owns the strategy and execution across succession planning, career frameworks, competencies, performance management, learning and development (L&D), and manager effectiveness. The successful candidate will be a strategic partner to executives, a trusted advisor to business leaders, and a hands‑on operator who translates strategy into scalable programs, measurable outcomes, and a strong talent pipeline.

Key Responsibilities

• Design and lead a comprehensive talent development strategy aligned with the company’s mission, values, and growth priorities.
• Serve as a strategic advisor to the executive team on workforce development, organizational capability, and future skills.

Succession Planning

• Build and maintain an enterprise-wide succession planning framework for critical roles, including readiness pipelines and targeted development plans.
• Partner with business leaders to identify, assess, and prepare future leaders; maintain bench strength reporting.
• Develop and roll out a company-wide career progression framework, including role families, levels, and growth paths.
• Define core, leadership, and role‑specific competencies for success
  ; maintain governance and regular updates.
• Embed competencies into performance reviews, development plans, hiring (structured interviews and assessment criteria), and onboarding.

Performance Management

• Overhaul and lead the annual performance review process to ensure clarity, consistency, fairness, and impact.
• Introduce manager enablement tools (e.g., calibration guides, feedback frameworks, conversation scripts) to improve performance quality and outcomes.

Learning & Development (L&D)

• Oversee the L&D function: leadership development, manager training, technical upskilling, and soft skills programs.
• Expand manager capability through a structured curriculum (foundational → advanced), coaching offerings, and learning pathways.
• Evaluate and implement innovative learning modalities (blended learning, microlearning, cohort-based programs, self‑serve content, academies).

Talent Assessment & Analytics

• Establish metrics, dashboards, and reporting to measure program effectiveness (e.g., internal mobility, bench readiness, performance outcomes, manager effectiveness).
• Use data to iterate programs, improve adoption, and demonstrate ROI to senior leadership.

Cross‑Functional Integration

• Partner with HRBPs, Talent Acquisition, DEI, and Business Leaders to ensure talent development is embedded across the employee lifecycle.
• Flow competencies into structured interviews, scorecards, and hiring decisions in partnership with Talent Acquisition.
• Align programs with engagement, retention, and culture initiatives.

Governance & Change Management

• Create governance for frameworks, content, tools, and vendor management; ensure consistency across regions and functions.
• Lead change management, communications, and enablement for all talent programs to drive adoption and impact.

HR Data & Analytics

• Leverage HR metrics and analytics to assess workforce trends, including engagement, turnover, talent mobility, and hiring effectiveness.
• Partner with data and analytics teams to enhance dashboards and…