Enablement, Vice President

Position: People Enablement, Vice President
Company Overview

Acentra Health exists to empower better health outcomes through technology, services, and clinical expertise. Our mission is to innovate health solutions that deliver maximum value and impact.

Lead the Way is our rallying cry at Acentra Health. Think of it as an open invitation to embrace the mission of the company; to actively engage in problem‑solving; and to take ownership of your work every day. Acentra Health offers you unparalleled opportunities. In fact, you have all you need to take charge of your career and accelerate better outcomes – making this a great time to join our team of passionate individuals dedicated to being a vital partner for health solutions in the public sector.

Job Summary and Responsibilities

Acentra Health is looking for a People Enablement, Vice President to join our growing team.

Job Summary:

The Vice President of People Enablement is an enterprise leader responsible for designing and operating Acentra Health's learning, development, onboarding, mobility readiness, and capability‑building ecosystem. This role architects programs, pathways, and enablement systems that build workforce capability and translate enterprise talent strategy into scalable, repeatable solutions.

This leader oversees Learning & Organisational Development (L&OD) and is accountable for building the systems, frameworks, and experiences that strengthen our talent pipeline, accelerate readiness, and enable employees and leaders to do their best work.

The VP partners closely with the HR leaders, business leaders, and HR partners to ensure development systems and pathways align with enterprise talent priorities. The ideal candidate is a collaborative, relationship‑driven, systems thinker who thrives in a transformation environment. This role can be remote although candidates local to Northern VA, DC or MD is preferred.

People Enablement Strategy

• Develop and execute Acentra Health's People Enablement strategy aligned to enterprise talent priorities.

• Build multi‑year capability‑building pathways—incl. upskilling, reskilling, greening, and leadership readiness programs.

• Translate the organization's career architecture into clear development pathways and mobility‑enabling tools.

• Establish governance, measurement, and adoption systems that support consistent, scalable delivery.

Learning and Organisational Development (L&OD)

• Lead a unified global Learning & Organisational Development function—including OD consultants, instructional designers (incl. offshore team members), and learning delivery resources.

• Establish and maintain frameworks that support performance enablement, employee development, leadership capability, and manager effectiveness.

• Partner closely with HR leaders and the business to ensure L&OD programs support strategic initiatives.

• Implement and continuously improve a modern learning ecosystem, incl. platforms, content strategy, governance, and digital learning solutions.

• Build insights and measurement systems that track capability growth, learning effectiveness, and program impact.

Mobility & Capability Pathways (Execution)

• Operationalize internal mobility pathways by building readiness programs, role transition curriculum, and capability accelerators.

• Partner with HRBPs to identify mobility candidates and create structured development pathways.

• Create assessment, tracking, and reporting tools to measure mobility readiness and program outcomes.

Future of Work and Talent Insights

• Partner with People Strategy to translate future‑of‑work capability needs into learning, reskilling, and readiness programs.

• Use program, learning, and mobility data to measure adoption, capability growth, and business impact.

• Partner with People Operations and HR Technology to ensure enablement systems, tools, and data support strategic decision‑making.

Leadership and Collaboration

• Serve as architect of the enterprise talent enablement system, ensuring consistent, scalable, integrated experiences across learning, mobility, leadership development, and onboarding.

• Build strong relationships across the business, acting as a trusted advisor to senior leaders and HR partners.

• Lead,…