Director of Learning and Organizational Development

Responsibilities:

Customer Relations –

• Provides high-quality HR services to employees, applicants, supervisors, vendors, partner organizations, and regulatory agencies.
• Demonstrates confidentiality, fairness, and professionalism in all communications.
• Represents HR on Health System committees as requested.

Employee Recognition and Services

• Designs and facilitates Welcome Day for new staff and volunteers.
• Develops and oversees rewards and recognition programs that promote organizational pride, engagement, and retention.
• Leads engagement initiatives such as staff events, focus groups, DE&I programs, workshops, and communications that strengthen culture and sense of community.

Performance Management

• Leads all aspects of performance management policies, systems, tools, and timelines.
• Participates in strategic planning related to workforce performance and talent development.
• Designs or sources training that strengthens manager capabilities in coaching, accountability, and documentation.
• Ensures managers complete performance evaluations and performance documentation in accordance with policy.

Employee Development, Training, and Succession Planning

• Designs, curates, and delivers training content that supports organizational values, mission, and strategic goals.
• Develops and manages learning pathways to support career development, leadership development, and succession planning.
• Coordinates annual organizational and compliance training, ensuring staff maintain required competencies.
• Incorporates diversity, equity, inclusion, and belonging into learning programs and leadership development strategies.
• Develops leaders capacity to coach, mentor, and grow their teams.

Staff Supervision & Development

• Selects, trains, supervises, and evaluates assigned staff.
• Mentors and develops team members; identifies skills gaps and training needs.
• Participates in disciplinary processes when required.
• Promotes efficient, consistent learning and organizational development practices across the team.

Senior Leadership Collaboration

• Presents training strategy, engagement trends, compliance reports, LMS metrics, and performance management analytics to senior leadership.
• Serves as a resource to other HR Directors, offering expertise across training, OD, engagement, DE&I, and performance.

Knowledge, Skills, and Abilities Required:

1) Work requires comprehensive knowledge of human resources management, related employment law, basic statistics, and management theories, as well as the ability to effectively communicate, both orally and in writing - acquired through a Bachelor’s degree in human resource management, business administration, or closely related field. Master’s degree preferred. SHRM, HRCI or related certifications preferred.

2) Work requires at 7-10 years of diversified, professional human resources experience with an emphasis on training and/or organizational development, demonstrated knowledge of human resources and department operations, and supervisory skills. 2-5 years of management experience required.

3) Work requires a high level of interpersonal skills sufficient to interact with senior management, manage staff, conduct workshops and trainings, answer inquiries, explain policies and procedures in difficult situations, and effectively communicate with a wide variety of internal and external contacts.

4) Work requires analytical ability sufficient to develop effective strategies, develop workflow processes, extract information from written material, observation, and interviews to process recruitment and retention statistics, including turnover and vacancy rates. Must be able to anticipate problems/complications and develop solutions.

Equal Opportunity Employer
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