AVP Organizational Development & Learning

AVP Organizational Development & Learning - Education and Training

The Assistant Vice President of Organizational Development and Learning provides strategic leadership for Archbold's enterprise-wide organizational development, clinical education, leadership development, talent management, and learning functions. This role is responsible for building a high-performing, engaged workforce by aligning learning, leadership, culture, organizational effectiveness, and change management strategies with the health system's mission, values, strategic plan, and operational priorities.

The AVP oversees all aspects of organizational development, including onboarding, clinical and non-clinical education, leadership development, workforce engagement, performance management support, change management, organizational assessment, succession planning, and the residency educational program. This leader serves as a trusted advisor, coach, and internal consultant to executive and operational leaders, ensuring the organization is equipped with the talent, capabilities, systems, and infrastructure necessary to deliver exceptional patient care and sustain long-term organizational success.

Required Qualifications

• Bachelor's degree in Organizational Development, Human Resources, Healthcare Administration, Business, or related field.
• Minimum of 8–10 years of progressive leadership experience in organizational development, learning, or healthcare workforce development.
• Demonstrated experience leading enterprise-level initiatives in a complex, multi-facility organization.
• Proven experience leading talent management, succession planning, engagement strategy, organizational assessment, and change management initiatives.
• Strong background in leadership development, change management, and organizational strategy.
• Demonstrated ability to analyze organizational and workforce data, translate insights into action, and manage multiple enterprise priorities with strong follow-through.

Preferred Qualifications

• Master's degree in Organizational Development, I/O Psychology, Leadership, or Healthcare Administration.
• Experience in healthcare systems or clinical environments.
• Certification or advanced training in change management, Lean/Six Sigma, or leadership development frameworks.
• Experience with learning management systems, vendor governance, performance management systems, or enterprise survey platforms.

Key Competencies

• Strategic and systems thinking
• Executive presence and influence
• Leadership development expertise
• Change leadership
• Culture and engagement strategy
• Data-driven decision making
• Collaboration and relationship building
• Executive coaching, facilitation, and internal consulting

Clinical Education & Workforce Development

• Provide executive oversight for all clinical education programs across the system.
• Ensure alignment of education programs with regulatory requirements, clinical excellence standards, and workforce needs.
• Drive development of competency-based education, onboarding, and continuing education frameworks.
• Partner with nursing and clinical leadership to strengthen clinical capability and workforce readiness.

Leadership Development & Talent Pipeline

• Design and implement a comprehensive leadership development strategy across all levels of leadership.
• Oversee leadership programs, succession planning, and executive development initiatives.
• Establish and lead enterprise talent management processes, including talent review, succession planning, leadership readiness, and individual development planning.
• Partner with senior leadership and Human Resources to identify high-potential talent, strengthen leadership bench strength, and support retention of key talent across the health system.
• Ensure leaders are equipped with skills in accountability, engagement, communication, and performance management.
• Promote consistent leadership expectations and behaviors systemwide.
• Serve as an internal coach and consultant to senior leaders on leadership effectiveness, team dynamics, accountability, engagement, and organizational alignment.

Residency & Educational Programs

• Provide strategic direction for residency programs (clinical and administrative where applicable).
• Partner with academic institutions and internal stakeholders to enhance program quality and outcomes.

Culture, Engagement & Change Management

• Lead systemwide culture and engagement initiatives, including engagement survey administration, data analysis, leader education, action planning, follow-up measurement, and strategy execution.
• Serve as the executive sponsor for organizational change management efforts, including the development, adoption, and integration of a consistent change management methodology across the system.
• Ensure consistent adoption of change methodologies and practices across the system.
• Strengthen organizational culture through intentional programming, leader support, and measurable outcomes.
• Translate engagement, workforce, and organizational data into practical strategies that improve team member…