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Vp Organizational Effectiveness Jobs (NOW HIRING)

Nox Health

SVP/VP, People

Alpharetta, GA · On-site

As a senior People leader, the VP/SVP partners closely with business and executive leaders on organizational effectiveness, workforce planning, leadership capability, talent strategy, employee ...

New

Td

Head of Organizational Effectiveness (US)

New York, NY · On-site

$200K - $280K/yr

Human Resources Reporting to the VP, Head of Talent, the AVP, Organization Effectiveness plays a pivotal role in shaping the Bank's structure and enhancing its effectiveness. This position will be ...

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Vp Organizational Effectiveness information

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$43.5K

$157.5K

$277.5K

How much do vp organizational effectiveness jobs pay per year?

As of Aug 21, 2026, the average yearly pay for vp organizational effectiveness in the United States is $157,532.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $190,000.00 per year, depending on experience, location, and employer.

What does a VP of Organizational Effectiveness do?

A VP of Organizational Effectiveness leads strategies to improve an organization's performance, culture, and overall efficiency. They analyze business processes, identify areas for improvement, and implement change management initiatives. This role often involves collaborating with senior leadership to align organizational goals, drive employee engagement, and ensure that the company can adapt to evolving business needs. Their work ultimately helps the organization achieve its objectives more effectively.

What are the key skills and qualifications needed to thrive as a VP of Organizational Effectiveness?

To thrive as a VP of Organizational Effectiveness, you need expertise in organizational development, change management, and strategic planning, typically supported by an advanced degree in business, HR, or a related field. Familiarity with analytics platforms, HRIS systems, and certifications like SHRM-SCP or Prosci Change Management are highly valued. Exceptional leadership, influence, and communication skills help drive alignment and engagement across all levels of the organization. These skills and qualities are crucial for designing effective strategies that improve performance, foster a positive culture, and enable organizational growth.

How does a VP of Organizational Effectiveness typically collaborate with other executive leaders to drive change initiatives?

A VP of Organizational Effectiveness frequently partners with other C-suite executives, such as the CEO, CHRO, and CFO, to align organizational change initiatives with overall business strategy. This collaboration often involves facilitating cross-departmental workshops, leading change management efforts, and ensuring consistent communication throughout the organization. By working closely with leadership teams, the VP helps to identify potential roadblocks, build consensus, and measure the impact of transformation programs, ensuring that change initiatives are both effective and sustainable.

What is the difference between Vp Organizational Effectiveness vs Vp Human Resources?

AspectVp Organizational EffectivenessVp Human Resources
Primary FocusOrganizational strategy, culture, and performance improvementEmployee relations, talent acquisition, and HR policies
Required CredentialsBusiness or organizational development background, often with certifications in change managementHR certifications like SHRM or HRCI, HR management experience
Work EnvironmentStrategic planning sessions, cross-departmental collaborationHR departments, recruitment events, employee engagement initiatives

The Vp Organizational Effectiveness primarily focuses on enhancing overall organizational performance through strategic initiatives, while the Vp Human Resources concentrates on managing employee-related functions. Both roles require leadership skills and strategic thinking but differ in their core responsibilities and areas of expertise.

More about Vp Organizational Effectiveness jobs

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Cities with the most Vp Organizational Effectiveness job openings:

What are the most commonly searched types of Organizational Effectiveness jobs?

The most popular types of Organizational Effectiveness jobs are:

What states have the most Vp Organizational Effectiveness jobs?

States with the most job openings for Vp Organizational Effectiveness jobs include:

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Vp Organizational Effectiveness jobs near you
Infographic showing various Vp Organizational Effectiveness job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 13% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $157,532 per year, or $75.7 per hour.

VP, Organizational Effectiveness & Workforce Transformation

Independence Blue Cross

Philadelphia, PA • On-site

Full-time

Posted yesterday

New

Independence Blue Cross rating

8.8

Company rating: 8.8 out of 10

Based on 26 frontline employees who took The Breakroom Quiz

56th of 311 rated insurance

Job description

Vice President, Organizational Effectiveness & Workforce Transformation
Position Summary
Reporting to the Chief People and Culture Officer, the Vice President, Organizational Effectiveness & Workforce Transformation partners with executive leaders, HR Business Partners, and business leaders across IBX and AmeriHealth Caritas to advance strategies that strengthen organizational effectiveness and talent strategies that advance enterprise growth and performance.
The role serves as an enterprise architect for talent, leadership, workforce, and skills strategies, helping the organization anticipate and prepare for evolving workforce, skill, and leadership needs, including the impact of emerging technologies, AI-enabled work, and changing workforce expectations. The role is also responsible for advancing the organization's transition to a skills-based talent strategy that aligns workforce capabilities, learning investments, career development, and business priorities.
The Vice President balances shared enterprise priorities with the unique needs of each organization while ensuring strategies are scalable, data-informed, and aligned with long-term business and people objectives.
Key Responsibilities
Enterprise Talent and Learning Strategy
  • Sets an integrated enterprise direction for talent and learning aligned with business and workforce priorities.
  • Translate enterprise priorities into practical talent and learning strategies tailored to the business, workforce, and operating needs of IBX and AmeriHealth Caritas.
  • Anticipate changing workforce, skill, technology, and leadership needs and incorporate them into enterprise talent and learning priorities
  • Partner across HR to integrate talent practices throughout the associate lifecycle and deliver a consistent, scalable experience.
  • Monitor workforce, labor market, technology, and capability trends to identify emerging risks and opportunities and translate insights into enterprise talent, learning, and workforce strategies.

Talent Management, Leadership Development & Learning
Builds integrated talent systems and development strategies that strengthen leadership pipelines, associate growth, and enterprise capability.
  • Lead talent reviews, succession planning, high-potential development, career growth, internal mobility, and leadership pipeline strategies.
  • Create frameworks, tools, and insights that support sound talent and workforce decisions and equip HR Business Partners to partner effectively with business clients as strategic talent advisors.
  • Lead enterprise learning and leadership development strategies that build critical skills, manager effectiveness, executive readiness, and future workforce capabilities aligned with evolving business and technology needs.
  • Embed inclusive leadership, coaching, continuous feedback, and accountability into talent and development practices.
  • Establish enterprise capability-building strategies that prepare leaders and associates for emerging workforce demands, digital transformation, AI-enabled work, and evolving business models.

Future of Work, Skills Strategy, and Org Effectiveness
Leads enterprise workforce transformation strategies that anticipate future skill requirements, workforce trends, and the impact of AI, automation, and emerging technologies on how work is designed and performed.
  • Establish enterprise approaches, frameworks, tools, and analytics for organizational effectiveness, workforce planning, and transformation.
  • Advise on complex organizational, workforce, and operating model decisions and support cross-enterprise design and transformation efforts.
  • Lead strategies that address future workforce needs, including emerging skills, technology-enabled work, and evolving ways of working.
  • Drive enterprise change and adoption strategies, measuring effectiveness, business impact, and sustainment.
  • Develop an enterprise skills strategy and capability framework that identifies critical future skills, informs workforce planning, and guides talent, learning, and career development investments.

Analytics, Governance & Team Leadership
Ensures the function is data-informed, well governed, and operationally disciplined.
  • Use workforce, talent, engagement, and organizational insights to identify risks, guide priorities, and measure impact.
  • Oversee learning governance, technology, vendors, budget, standards, and measurement to support effective, efficient delivery.
  • Build and lead a high-performing team with strong consulting, analytics, and execution capabilities.

Required Qualifications
  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Education, or a related field; advanced degree preferred.
  • Minimum of 10 years of progressive leadership experience across organizational effectiveness, workforce transformation, talent, learning, organizational development, HR strategy, or related disciplines.
  • Experience leading enterprise-wide talent, learning, organizational effectiveness, or workforce strategies in a large, complex, matrixed organization.
  • Experience leading large-scale organizational or workforce transformation, including organization design, change leadership, workforce planning, or operating model evolution.
  • Proven ability to advise and influence senior executives on complex organizational, talent, and workforce decisions using business acumen and data-informed insight.
  • Experience assessing future workforce and capability needs and translating them into practical talent, learning, and transformation strategies.
  • Strong people leadership, communication, executive presence, and commitment to inclusive talent practices and measurable business outcomes.

Hybrid
Independence has implemented a "Hybrid" model which provides our associates with the ability work in the office 3 days a week (Tuesday, Wednesday & Thursday) and remotely 2 days a week (Monday & Friday). This role is designated as a role that fits into the "Hybrid" model. While associates may work remotely, the work must be performed in the Tri-State Area of Delaware, New Jersey or Pennsylvania.

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