Director - Learning and Development

Overview

The Director of Learning & Development is an essential business partner who strategically plans, develops, and implements leadership development programs and processes, ensuring alignment with organizational values and strategic goals. This role works with physician leaders, HR leaders, business leaders, and learning delivery experts, to apply research and industry best practices to assess, design, and facilitate interventions that effectively prepare leaders and professionals to improve individual and team performance. The person in this role should have a strong ability to develop relationships with HR colleagues, key business partners, and other functional groups. And, most importantly, be able to be strategic and solutions-oriented with strong leadership and organizational development expertise.

The base pay estimate for this role is $107,700 - $183,100 annually. The final offer will depend on the skills, experience, and qualifications of the selected candidate. This range is for base pay only and does not include bonuses or other compensation. This position is eligible for an annual bonus. Bonuses are not guaranteed and are awarded based on company and individual performance.

Job Highlights

ESSENTIAL DUTIES AND RESPONSIBILITIES (include but not limited to): (The ideal candidate must be able to complete all physical requirements of the job with or without a reasonable accommodation)
Leadership and Employee Development

- Sets and maintains the L&D vision and strategy for the organization; establishes and maintains clear and robust L&D programs and processes aligned with this vision and strategy

- Collaborates with physician leadership teams on the design, delivery, and continuous refinement of USAP Leadership Academy and other development programs

- Develops and drives enterprise-wide HR initiatives such as onboarding, succession planning, and learning initiatives

- Provides a clear menu of offerings to the organization and is accountable for regularly communicating this to leadership, teammates, and key stakeholders

- Assists in evaluating how to balance just-in-time, on-demand trainings with in-person offerings

Organization Business Partnership

- Assesses organizational needs related to employee and leadership development through a variety of tools and in partnership with HR leaders regarding employee relations, people insights/analytics, and benefits

- Identifies and evaluates new learning and organizational development initiatives and ensures they are communicated effectively to target populations

- Holds accountability for establishing a clear vision for projects, building a plan of action, driving execution, and measuring for success

- Talent Strategy Implementation

- Uses knowledge to make recommendations to the HR Leadership team on effectiveness of programs delivered, as well as future programs to consider

- Evaluates processes, identifies, and recommends opportunities for efficiencies, and executes recommendations. Actively engages in company-wide HR initiatives

- Maintains a keen understanding of organizational development and learning trends, technology, and best practices, and adapts industry best practices to USAP’s culture and unique needs

- Works with management to adhere to the learning and development budget; establishes clear ROI and success metrics for both direct and indirect interventions that will enable us to deliver better experiences to our clients and patients every day

- Prepares and manages communication for learning and development initiatives

Team Leadership

- Provides staff supervision in daily duties and responsibilities and ensures that work is completed accurately and according to deadlines; participates in performance reviews and outline of individual and team goals

- Leads, engages, and grows the L develops professional capability within the team

- Fosters collaboration of the Talent team with other HR teams

- Diversity, Equity, Inclusion, & Belong