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Talent Strategy, Vice President

May 1, 2026

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 and Responsibilities Acentra Health is looking for a Vice President of Talent Strategy to join our growing team. 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. This 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 ensure development systems and pathways align with enterprise talent priorities. The ideal candidate is a collaborative, relationship-driven, systems thinker who thrives in a transformation environment. This role can be remote although candidates local to Northern VA, DC or MD is preferred Responsibilities: People Enablement Strategy<ul type="disc"><li>Develop and execute Acentra Health’s Talent strategy aligned to enterprise talent priorities.</li><li>Build multi-year capability-building pathways—including upskilling, reskilling, greening, and leadership readiness programs.</li><li>Translate the organization’s career architecture into clear development pathways and mobility-enabling tools.</li><li>Establish governance, measurement, and adoption systems that support consistent, scalable delivery. </li></ul>Learning and Organizational Development (L&OD)<ul type="disc"><li>Lead a unified global Learning & Organizational Development function—including OD consultants, instructional designers (including offshore team members), and learning delivery resources.</li><li>Establish and maintain frameworks that support performance enablement, employee development, leadership capability, and manager effectiveness.</li><li>Partner closely with HR leaders and the business to ensure L&OD programs support strategic initiatives.</li><li>Implement and continuously improve a modern learning ecosystem, including platforms, content strategy, governance, and digital learning solutions.</li><li>Build insights and measurement systems that track capability growth, learning effectiveness, and program impact. </li></ul>Mobility & Capability Pathways (Execution)<ul type="disc"><li>Operationalize internal mobility pathways by building readiness programs, role transition curriculum, and capability accelerators.</li><li>Partner with HRBPs to identify mobility candidates and create structured development pathways.</li><li>Create assessment, tracking, and reporting tools to measure mobility readiness and program outcomes.</li></ul>Future of Work and Talent Insights<ul type="disc"><li>Partner with People Strategy to translate future-of-work capability needs into learning, reskilling, and readiness programs.</li><li>Use program, learning, and mobility data to measure adoption, capability growth, and business impact.</li><li>Partner with People Operations and HR Technology to ensure enablement systems, tools, and data support strategic decision-making.</li></ul>Leadership and Collaboration<ul><li>Serve as architect of the enterprise talent enablement system, ensuring consistent, scalable, integrated experiences across learning, mobility, leadership development, and onboarding.</li><li>Build strong relationships across the business, acting as a trusted advisor to senior leaders and HR partners.</li><li>Lead, develop, and support the L&OD team with clarity, care, and accountability.</li><li>Align enablement programs to enterprise talent priorities and strategic workforce needs.</li><li>Read, understand, and adhere to all corporate policies including policies related to HIPAA and its Privacy and Security Rules.</li></ul> Qualifications Required Qualifications<ul><li>15+ years of progressive experience in People/HR roles, with significant depth in learning, organizational development, leadership development, or capability-building program design.</li><li>Experience leading multi-disciplinary teams, including global or distributed teams.</li><li>Demonstrated ability to design and implement enterprise learning ecosystems, development frameworks, and large-scale capability-building programs.</li><li>Strong systems-thinking ability, able to connect programs, processes, and people into integrated solutions.</li><li>Exceptional relationship-building, communication, and influence skills.</li></ul>Preferred Qualifications<ul><li>Experience in healthcare, health tech, or government services environments.</li><li>Experience modernizing learning ecosystems (content, data, governance).</li><li>Exposure to future-of-work capability requirements, including AI/automation impacts on skills.</li><li>Bachelor's or an Advanced degree in Organizational Development, HR, I/O Psychology, or related field preferred,</li></ul>Why us? We are a team of experienced and caring leaders, clinicians, pioneering technologists, and industry professionals who come together to redefine expectations for the healthcare industry. State and federal healthcare agencies, providers, and employers turn to us as their vital partner to ensure better healthcare and improve health outcomes. We do this through our people. You will have meaningful work that genuinely improves people's lives across the country. We are a company that cares about our employees, and we give you the tools and encouragement you need to achieve the finest work of your career. Benefits Benefits are a key component of your rewards package. Our benefits are designed to provide you with additional protection, security, and support for both your career and your life away from work. Our benefits include comprehensive health plans, paid time off, retirement savings, corporate wellness, educational assistance, corporate discounts, and more. Compensation The pay range for this position is listed below. “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.” Thank You! We know your time is valuable and we thank you for applying for this position. Due to the high volume of applicants, only those who are chosen to advance in our interview process will be contacted. We sincerely appreciate your interest in Acentra Health and invite you to apply to future openings that may be of interest. Best of luck in your search! ~ The Acentra Health Talent Acquisition Team <a href="https://acentrahealth-my.sharepoint.com/personal/jayson_miller_acentra_com/Documents/Documents/JD's/Visit%20us at Acentra.com/careers/" target="_blank" rel="noopener">Visit us at https://careers.acentra.com/jobs</a> 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. Pay Range USD $185,840.00 - USD $232,300.00 /Yr.

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...