Enterprise Talent & Org Effectiveness Partner

Founded in 1999 and headquartered in Central Ohio, we’re a privately-owned, independent healthcare navigation organization. We believe that no one should have to navigate the cost and complexity of healthcare alone, and we’re on a mission to make healthcare simpler and more effective for our millions of members. Our big-hearted, tech-savvy team fights to ensure that our members get the care they need, when they need it, at the most affordable cost – that’s why we call ourselves Healthcare Warriors®.

We’re committed to building diverse and inclusive teams – more than 2,000 of us and counting – so if you’re excited about this position, we encourage you to apply – even if your experience doesn’t match every requirement.

Quantum Health is seeking an Enterprise Talent & Org Effectiveness Partner to translate enterprise talent priorities into practical, consistent and measurable leadership capabilities, talent processes, organizational effectiveness and change solutions.

As a senior practitioner on the Enterprise Talent Development & Culture team, this role serves as a key thought partner to business leaders and Human Resource Business Partners to identify the enterprise leadership capabilities Quantum Health needs, build development paths and learning experiences for managers and leaders at all levels, standardize talent review and succession planning processes, create clear ownership across the leadership experience, and guide leaders and teams through growth, reorganization and strategic change.

This is a highly hands-on and consultative enterprise-facing position. The successful candidate will build trusted relationships, lead through influence and integrity, connect strategy to execution, balance sound learning practices with practical high-quality solutions, and uses evidence to improve outcomes without over‑engineering solutions.

• Own the enterprise process for identifying and prioritizing capabilities, including leadership and manager capabilities, in partnership with business leaders and HR Business Partners.

• Define the capability architecture by establishing leadership competencies, expectations by level and job family, career maps, development roadmaps, aligned training modules, practical experiences and measurable outcomes.

• Diagnose capability needs and distinguish them from issues involving role clarity, decision rights, process, workflow, technology, organizational design or management practices. Determine the appropriate priority, intervention, sequence and level of support.

• Own the full solution experience from diagnosis through measurement, including determining whether to build internally or identify and manage the right vendor; overseeing design, implementation, facilitation, reinforcement, adoption and continuous improvement.

• Build leadership and manager capability through relevant content, coaching, peer learning, mentoring, stretch assignments, action learning and other development experiences that strengthen application and behavior change.

• Establish standards, tools and resources that enable leaders and HR Business Partners to reinforce leadership competencies through talent, performance and development conversations.

• Own measurement and continuous improvement by defining outcomes, tracking participation and completion, assessing application and business impact, and using evidence to improve, expand or retire solutions.

• Serve as the enterprise thought partner on capability, leadership development, talent processes and organizational effectiveness priorities.

• Own the standards, process and governance for talent reviews…