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
The Vice President of Talent Strategy 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. The leader oversees Learning & Organizational 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 align development systems and pathways with enterprise talent priorities. The ideal candidate is a collaborative, relationship‑driven, systems thinker who thrives in a transformation environment. The role can be remote; candidates local to Northern VA, DC, or MD are preferred.
Responsibilities
People Enablement Strategy
- Develop and execute Acentra Health’s Talent strategy aligned to enterprise talent priorities.
- Build multi‑year capability‑building pathways – including 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 Organizational Development (L&OD)
- Lead a unified global Learning & Organizational Development function – including OD consultants, instructional designers (including 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, including 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, develop, and support the L&OD team with clarity, care, and accountability.
- Align enablement programs to enterprise talent priorities and strategic workforce needs.
- Read, understand, and adhere to all corporate policies including policies related to HIPAA and its Privacy and Security Rules.
Qualifications
Required Qualifications
- 15+ years of progressive experience in People/HR roles, with significant depth in learning, organizational development, leadership development, or capability‑building program design.
- Experience leading multi‑disciplinary teams, including global or distributed teams.
- Demonstrated ability to design and implement enterprise learning ecosystems, development frameworks, and large‑scale capability‑building programs.
- Strong systems‑thinking ability, able to connect programs, processes, and people into integrated solutions.
- Exceptional relationship‑building, communication, and influence skills.
Preferred Qualifications
- Experience in healthcare, health tech, or government services environments.
- Experience modernizing learning ecosystems (content, data, governance).
- Exposure to future‑of‑work capability requirements, including AI/automation impacts on skills.
- Bachelor’s or an advanced degree in Organizational Development, HR, I/O Psychology, or related field preferred.
Benefits
Our benefits include comprehensive health plans, paid time off, retirement savings, corporate wellness, educational assistance, corporate discounts, and more.
Compensation
USD $185,840.00 – USD $232,300.00 per year. Based on our compensation philosophy, an applicant’s position placement in the pay range will depend on various considerations such as years of applicable experience and skill level.
EEO AA M/F/Vet/Disability
Acentra Health is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, disability, status as a protected veteran or any other status protected by applicable Federal, State or Local law.
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