About Judi Health
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 www.judi.health.
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:
Talent Development Strategy & Leadership
- 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.
Career Frameworks & Competencies
- 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 reporting capabilities for key HR and business KPIs (e.g., time-to-hire, retention, diversity representation).
- Present insights and data-driven recommendations to senior leadership to inform strategic planning, resource allocation, and organizational priorities.
Special Projects
- Lead strategic projects that enhance organizational agility, future skills readiness, and leadership bench strength.
- Continuously scan market trends and bring best practices into the organization.
Qualifications Required:
- 12+ years of progressive experience in Talent Development, Organizational Development, Learning & Development, or related fields; 5+ years leading senior-level teams and enterprise programs.
- Demonstrated success in building and scaling succession planning, career frameworks, competency models, and performance management.
- Proven ability to design and deliver manager and leadership programs that measurably improve capability and performance.
- Strong data fluency: ability to build dashboards, interpret insights, and drive decisions with evidence.
- Exceptional stakeholder management and communication skills; comfortable presenting to executive audiences.
- Experience integrating talent programs into Talent Acquisition and HR processes.
Preferred Qualifications:
- Background in a hybrid, high-growth environment.
- Expertise with learning platforms (LMS/LXP), assessment tools, and talent analytics.
- Certifications in OD/L&D, coaching, or assessment (e.g., Korn Ferry, Hogan, SHRM-SCP, ATD).
- MBA or Master’s in HR/OD/IO Psychology (or equivalent experience).
Core Competencies:
- Strategic Thinking & Systems Design: Sees the end-to-end talent lifecycle and integrates programs seamlessly.
- Influence & Executive Presence: Builds trust and drives alignment across senior stakeholders.
- Program Design & Operational Excellence: Translates strategy into scalable, well-governed programs.
- Data-Driven Decision Making: Defines metrics, interprets insights, and acts on trends.
- Change Leadership: Orchestrates adoption through clear communications and manager enablement.
- People Leadership: Develops a high-performing team and culture of continuous improvement.
Team & Collaboration
- Leads the Talent Development & L&D team (program managers, instructional designers, facilitators).
- Partners closely with HRBPs, Talent Acquisition, Compensation & Benefits, IT (HR tech), and Business Unit Leaders.
This range represents the low and high end of the anticipated base salary range for the NY - based position. The actual base salary will depend on several factors such as: experience, knowledge, and skills, and if the location of the job changes.
All employees are responsible for adherence to the Capital Rx Code of Conduct including the reporting of non-compliance. This position description is designed to be flexible, allowing management the opportunity to assign or reassign duties and responsibilities as needed to best meet organizational goals.
Judi Health values a diverse workplace and celebrates the diversity that each employee brings to the table. We are proud to provide equal employment opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, medical condition, genetic information, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
By submitting an application, you agree to the retention of your personal data for consideration for a future position at Judi Health. More details about Judi Health's privacy practices can be found athttps://www.judi.health/legal/privacy-policy.
