Learning and Development Director job

The Director of Learning and Development is a learning leader with a creative mindset towards modern learning approaches, an understanding of effective design methodology and delivery, technical aptitude, and a desire to drive scalable strategic advancement in the department. Their primary responsibilities include supporting the growth and development of our employees and helping employees enhance their skills and knowledge. The Director of Learning and Development is responsible for analyzing existing training programs to determine whether they provide employees with the skills, certification requirements, and continuous learning; to meet license and certification
compliance and healthcare best practice.

• As you go about fulfilling this mission, your work habits and work relationships should embody SJRMC’s values. These values are our culture, our identity as an organization. Sacred Trust, Personal Reverence, Thoughtful Anticipation, Team Accountability and Creative Vitality ask more of us than merely completing some list of tasks. Our values ask for a deeper level of commitment, and what is asked of us we freely give because we believe in our mission.

• To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Bachelor’s degree in Business Administration, Psychology, Healthcare Management, Human Resources, or related field
• Ten (10) years’ experience directly related to the duties and responsibilities listed below
• Ten (10) years of project and program management experience; able to manage multiple projects and deliverables simultaneously across diverse workgroups and stakeholders
• Agile, resilient, and self-directed with the ability to work on a variety of projects with competing priorities among a diverse team with minimal direction or oversight
• Experience in building and executing modern learning programs for employees, leaders, and executives
• Current knowledge of effective adult learning and development methods
• Familiarity with e-learning platforms and best practices in healthcare
• Excellent written and verbal communication skills, integrity, and self-confidence
• Ability to convey technical subject matter to ensure comprehension by all audiences
• Strong influencing capability: able to skillfully influence peers, colleagues, and vendors to promote and sell ideas; ability to build broad-based relationships across the organization
• Demonstrated ability to establish a strong partnership with the CHRO and other members of the HR Leadership Team, influencing across multiple stakeholder groups (i.e., Department Leadership Team, Senior Leadership Team, etc.)
• Strong, fundamental skills in technology/platform supporting learning, business operations and communication
• Ability to think, plan, and execute autonomously and lead and collaborate with interdisciplinary teams
• Excellent time management skills with a proven ability to meet deadlines
• Strong critical thinking, analytical and problem-solving skills
• Experience in creating and managing a department budget
• Proficient in MS Office and Learning Management Systems (i.e., Word, Excel, PowerPoint, etc.)
• Experience using various video conferencing technology (WebEx, ZOOM, GoToMeeting, Skype, etc.)
• Must be action-oriented and maintain strict confidentiality

• Master’s Degree in Business Administration, Psychology, Healthcare Management, Human Resources, Education, or related field
• Fifteen (15) years’ experience directly related to the duties and responsibilities listed below
• Professional certifications (i.e., ATD, CPLP, A-PHR, PHR, SPHR, GPHR, SHRM-CP, etc.)

• Lead the design, development, implementation, and maintenance of SJRMC’s learning and development initiatives, with a primary focus on leadership development though sharing of ideas, expertise, and insights
• Provide visionary leadership and inspiration to the L&D Team, setting clear goals and expectations while fostering a sense of purpose and enthusiasm
• Responsible for hiring and retaining staff, support team performance by providing regular feedback, and facilitating professional development through coaching and mentoring
• Effectively allocate resources, including employees and budget, to meet department objectives
• Lead L&D Team in the planning, strategy, and execution of learning and development solutions and systems that re integral to our organization, people, and culture
• Provide thought leadership, advice and counsel on learning and development strategy, direction, and interventions to the Senior Leadership Team and/or HR Leadership Team
• Stays abreast of latest external trends, research, and best practices in the areas of learning and development, career development, and talent management broadly
• Translate business strategy into a learning and development strategy for the organization
• Identify learning needs, build upon existing content, and drive a comprehensive learning strategy based on the persona and career stage and using a broad range of tactics including in-person and virtual workshops, external programs, eLearning, and on the job training to meet business needs
• Apply a rapid design process starting with needs analysis to determine appropriate staff development program requirements, methodologies, and modality
• Bring effective learning programs and interventions from ‘design to delivery’ that develop the sills, capabilities, and knowledge that our employees and leaders need now and, in the future
• Manage a portfolio of talent programs, processes, tools, and frameworks with appropriate customization at the school/unit level
• Identify, select, and manage vendors that design and deliver training programming
• Work with external vendors as needed to identify training solutions that are effective and scalable
• Continuously improve previous existing programming to strengthen learning outcomes
• Work with the Marketing Department to develop strategic internal communication campaigns supporting our learning and development organizational development initiatives
• Collaborate with cross-functional employees and stakeholders, including finding opportunities and alignment with other learning providers
• Lead and coach others, fostering growth through feedback, instruction, and encouragement that builds on strengths and identifies areas for growth
• Develop assessments and collect feedback to measure progress and evaluate efficiency of training
• Review and evaluate existing or proposed programs and recommend appropriate changes
• Provide reporting/updates on the L&D progress to the Senior Leadership Team and/or HR Leadership Team
• Consult with the HR Leadership Team on an ongoing basis to determine how L&D can help support their needs, goals, and initiatives
• Facilitate the implementation and communication of Learning and Development goals, objectives, policies and procedures, SOPs, in alignment with SJRMC’s goals and operational requirements
• Assess the success of development plans and help employees make the most of learning opportunities
• Create and manage the L&D budget
• Participate in committees, task forces, work groups, etc. (i.e., Employee Engagement Committee, Frontline Leadership Committee, etc.)
• Assist in the development and revision of L&D purpose descriptions, policies and procedures, SOPs, etc.
• Manage and negotiate L&D contracts in Tract Manager; to ensure compliance with the contract approval process
• Each caregiver is responsible for implementing SJRMC’s Service Standards into their daily work: Safety, Courtesy, Effectiveness, and Stewardship
• Other duties as assigned

• Prolonged periods of sitting at a desk and working on a computer
• Occasional irregular work hours (to meet the needs of SJRMC)
• Must be able to lift twenty-five (25) pounds
• Occasional: lifting, carrying, reaching, bending, pushing, pulling, and stooping
• Must be able to: talk (ordinary and conversations), hear (ordinary and conversations), and see (acuity: near and far, depth perception, and color vision)