Quantum Health Careers

Who we are  

Founded in 1999 and headquartered in Central Ohio, we’re a privately-owned, independent healthcare navigation organization. We believe that no one should have to navigate the cost and complexity of healthcare alone, and we’re on a mission to make healthcare simpler and more effective for our millions of members. Our big-hearted, tech-savvy team fights to ensure that our members get the care they need, when they need it, at the most affordable cost – that’s why we call ourselves Healthcare Warriors®.   

We’re committed to building diverse and inclusive teams – more than 2,000 of us and counting – so if you’re excited about this position, we encourage you to apply – even if your experience doesn’t match every requirement. 

About the role  

The Senior Director, Enterprise Talent Development & Culture will lead the organization’s enterprise strategy for developing talent, strengthening leadership capability, advancing culture, and enabling employee growth.

This role will serve as a strategic partner to the CHRO, HR leadership team, HR business partners, business executives, and cross-functional stakeholders to build scalable development experiences that support enterprise transformation, employee engagement, internal mobility, leadership readiness, inclusion, and retention.

The Senior Director will be responsible for moving the organization beyond program-based learning toward a more integrated people enablement strategy. This leader will help create the systems, frameworks, learning pathways, leadership experiences, and cultural practices that allow employees and leaders to grow, perform, and build long-term careers with the organization.

This is a highly influential enterprise role that requires both strategic vision and hands-on execution. The ideal leader can set direction, build structure, influence across functions, and roll up their sleeves to design practical solutions that scale.

Location: This position may work hybrid from our Dublin, Ohio location.

What you’ll do (Essential Responsibilities)

Enterprise Talent Development Strategy

• Lead the enterprise talent development strategy in alignment with business priorities, workforce needs, culture goals, and long-term growth.
• Build scalable development programs that help employees grow skills, understand career opportunities, and prepare for future roles.
• Partner with HR business partners and business leaders to identify capability gaps and translate them into learning, coaching, and development solutions.
• Support talent review, succession planning, career pathing, coaching plans, and internal mobility through practical development strategies.
• Shift learning and development from reactive training requests to proactive capability-building and people enablement.
• Use data, feedback, and business insights to evaluate development needs and guide future programming.

Leadership Development and Manager Enablement

• Own the strategy, design, and continuous improvement of enterprise leadership development.
• Build development pathways for emerging leaders, new leaders, experienced leaders, and high-potential talent.
• Create manager enablement tools that help leaders coach, develop, include, engage, and retain talent.
• Partner with HRBPs and senior leaders to connect leadership development to performance management, succession planning, talent reviews, engagement, and retention.
• Design leadership experiences that extend beyond classroom learning and support real-time application, peer learning, coaching, and behavior change.
• Establish leadership expectations that reinforce the organization’s culture, values, and transformation priorities.
• Culture, Inclusion, and Belonging
• Lead culture and inclusion strategies that strengthen belonging, equity, engagement, and leadership accountability.
• Partner with employee resource groups, HRBPs, executives, and business leaders to embed inclusive practices into leadership and talent development programs.
• Ensure learning and development experiences reinforce the culture the organization is working to build.
• Use employee insights, engagement data, and feedback to identify barriers to growth, belonging, mobility, and retention.
• Build programs and resources that help leaders create inclusive, high-performing teams.

Enterprise Learning Infrastructure

• Lead the continued evolution of the organization’s enterprise learning hub, learning platform, or learning ecosystem.
• Build accessible learning paths, development resources, and tools that make growth easier for employees and leaders.
• Establish common standards for learning design, facilitation, measurement, reporting, and program evaluation.
• Partner with stakeholders across the business to ensure learning programs are aligned, scalable, and easy to access.
• Develop reporting and insights that show learning participation, effectiveness, capability gaps, and future development needs.
• Manage learning-related budgets, vendors, resources, and programming investments to ensure strong business alignment and impact.

People Enablement and Retention

• Build strategies that help employees understand expectations, grow capabilities, access development, and see a future within the organization.
• Partner with HRBPs and leaders to identify retention risks connected to manager capability, career clarity, onboarding gaps, engagement, or lack of development access.
• Strengthen the connection between learning, culture, performance, engagement, belonging, and retention.
• Support development strategies for high performers, critical roles, emerging leaders, and underrepresented talent.
• Build practical tools that help managers have better growth, coaching, career, and performance conversations.

Enterprise Transformation Support

• Serve as a key partner to the CHRO in advancing enterprise-wide people enablement and talent transformation.
• Help define the learning and development standards that should guide enterprise training, onboarding, leadership development, and employee growth programs.
• Partner with operational, commercial, and functional leaders to align development principles, manager expectations, learning standards, and measurement practices.
• Support the creation of enterprise frameworks such as role-based learning paths, leadership expectations, readiness checkpoints, coaching tools, and development journeys.
• Influence cross-functional initiatives connected to workforce readiness, culture, retention, leadership effectiveness, and employee experience.
• Other duties as assigned

What you’ll bring (Qualifications)

• Experience: 10+ years of progressive experience in talent development, learning and development, organizational development, leadership development, culture, inclusion, enablement, or related HR/People functions.
• 5+ years of people leadership experience.
• Demonstrated experience building learning strategies, leadership development programs, career pathways, manager tools, employee development programs, or enterprise learning infrastructure.
• Strong ability to partner with executives, HRBPs, business leaders, and cross-functional stakeholders.
• Experience using data, feedback, engagement insights, learning metrics, or performance trends to guide talent development strategy.
• Strong understanding of adult learning, instructional design, facilitation, learning technology, and learning measurement.
• Experience managing budgets, vendors, learning platforms, programs, or enterprise development resources.
• Demonstrated ability to create structure, influence without direct authority, and build scalable programs in evolving environments.
• Strong communication, facilitation, change leadership, stakeholder management, and executive presentation skills.
• Experience connecting talent development to engagement, retention, culture, performance, inclusion, succession, or internal mobility.
• Manage and protect company and member data by working within company ethics, policies, and guidelines

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