At Lucile Packard Children’s Hospital Stanford, we know world-renowned care begins with world-class caring. That's why we combine advanced technologies and breakthrough discoveries with family-centered care. It's why we provide our caregivers with continuing education and state-of-the-art facilities, like the newly remodeled Lucile Packard Children's Hospital Stanford. And it's why we need caring, committed people on our team - like you. Join us on our mission to heal humanity, one child and family at a time.

Job ID: P140384-1933

JOB SUMMARY

The Executive Director, Organizational Development & Enterprise Learning provides enterprise leadership in designing and implementing strategies that strengthen organizational performance, leadership capability, and workforce well-being. Serving as a strategic advisor to senior executives, this position drives large-scale cultural and operational transformations aligned with business objectives, ensuring measurable outcomes in performance, engagement, and capability growth.

This role is accountable for developing and executing integrated programs in organizational effectiveness, leadership development, enterprise learning, performance management, change management, and employee experience, in alignment with organizational strategy and operational excellence goals.

ESSENTIAL FUNCTIONS

The essential functions listed are typical examples of work performed by positions in this job classification.  They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities.  Employees may also perform other duties as assigned.

• Strategic Leadership & Organizational Transformation

  • Partner with executive leadership to design and implement enterprise-level organizational and talent strategies that enable scalability, operational excellence, and sustainable growth.

  • Direct large-scale transformation initiatives utilizing PROSCI, Agile, and Kaizen methodologies to optimize processes, structures, and workforce capabilities.

  • Advise C-suite leaders on workforce strategy, organizational design, and culture transformation initiatives.

  • Translate strategic priorities into actionable, measurable plans that align with business outcomes.

• Performance Management & Talent Optimization

  • Oversee the organization’s performance management framework, including goal setting, talent calibration, and developmental planning.

  • Develop enterprise performance dashboards that connect outcomes to rewards, succession, and workforce mobility.

  • Lead the annual performance cycle and ensure alignment with Total Rewards, DEIB, and business objectives.

  • Provide coaching to executives and people leaders to improve team performance and engagement.

• Enterprise Learning & Leadership Development

  • Direct the design and delivery of enterprise learning strategies that strengthen leadership capability, technical proficiency, and innovation.

  • Oversee the development of learning content, technology platforms, and vendor partnerships to ensure high-quality, scalable programs.

  • Integrate data analytics to assess learning outcomes and continuously improve content relevance and ROI.

  • Partner with senior leaders to forecast capability gaps and align learning investments with strategic goals.

• Change Management & Cultural Evolution

  • Develop and execute organizational change management strategies that ensure smooth adoption of new systems, structures, and processes.

  • Foster a high-performance, adaptive culture that values innovation, collaboration, and accountability.

  • Partner with HR and leadership teams to integrate succession planning, leadership development, and performance management practices.

  • Champion DEIB principles across all organizational development and change management initiatives.

• Employee Engagement, Experience & Well-Being

  • Direct the design and deployment of engagement and well-being programs to enhance retention, satisfaction, and productivity.

  • Administer engagement and wellness surveys, interpret data, and present actionable insights to executive leadership.

  • Partner with Total Rewards to align engagement and wellness outcomes with compensation and recognition strategies.

  • Implement programs that promote mental health, mindfulness, and workplace resilience.

• Diversity, Equity, and Inclusion (DEI)

  • Provide strategic oversight and leadership for the organization’s Diversity, Equity, and Inclusion (DEI) function.

  • Oversee the DEI team, strategy, and programs that drive workforce representation, belonging, and equitable career advancement.

  • Partner with executive and business leaders to embed DEI principles into talent management, leadership development, and organizational practices.

  • Monitor DEI metrics, establish accountability frameworks, and report progress to senior leadership to ensure alignment with enterprise values and goals.

• Operational & Financial Management

  • Develop and manage budgets, resources, and vendor relationships to ensure fiscal responsibility and program impact.

  • Lead HR project management efforts, aligning program delivery with enterprise strategic priorities.

  • Establish metrics to measure the impact and efficiency of OD, learning, and engagement initiatives.

  • Continuously evaluate and refine programs based on performance data and stakeholder feedback.

MINIMUM  QUALIFICATIONS

• Education: Master’s degree in human resources, Organizational Development, Industrial/Organizational Psychology, or related field; or an equivalent combination of education and relevant executive experience.

• Experience

  • Fifteen (15) years of progressive leadership experience in organizational development, learning, and transformation within complex, multi-site, or global organizations. Health care preferred.

  • Demonstrated success managing budgets exceeding $20M and leading cross-functional teams to deliver enterprise change initiatives.

• License/Certification: Preferred - PROSCI Change Management, Kaizen/Lean Certification, Master NLP Practitioner, Executive Coaching Certification. 

KNOWLEDGE and SKILLS

These are the observable and measurable attributes and skills required to perform the essential functions of the job successfully, and are generally demonstrated through qualifying experience, education, or licensure/certification.

• Strategic business acumen with proven experience influencing C-suite executives and driving enterprise transformation.

• Deep expertise in organizational design, change management, and leadership development methodologies.

• Advanced data literacy: able to interpret analytics and translate insights into actionable strategies.

• Exceptional executive presence, communication, and relationship management skills.

• Proven record of achieving measurable improvements in performance, engagement, and organizational agility.

PHYSICAL REQUIREMENTS

The Physical Requirements and Working Conditions in which the job is typically performed are available from the Occupational Health Department.  Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job.

• Standard office environment.

• Ability to manage team dynamics and engage across the organization.

Employees must abide by all Joint Commission Requirements including but not limited to sensitivity to cultural diversity, patient care, patient rights and ethical treatment, safety and security of physical environments, emergency management, teamwork, respect for others, participation in ongoing education and training, communication and adherence to safety and quality programs, sustaining compliance with National Patient Safety Goals, and licensure nd health screenings. Must perform all duties and responsibilities in accordance with the hospital's policies and procedures, including its Service Standards and its Code of Conduct.

Pay Range
Compensation is based on the level and requirements of the role.
Salary within our ranges may also be determined by your education, experience, knowledge, skills, location, and abilities, as required by the role, as well as internal equity and alignment with market data.
Typically, new team members join at the minimum to mid salary range.
Minimum to Midpoint Range (Hourly): $107.02 to $152.54

Stanford Medicine Children's Health (SMCH) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SMCH does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.