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.

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&D team; develops professional capability within the team
• Fosters collaboration of the Talent team with other HR teams
• Diversity, Equity, Inclusion, & Belonging (DEI-B):
• Regularly evaluates L&D programs and practices from an inclusion and equity lens and adjusts as needed to ensure fair, just, and accessible programs and processes
• Coaches the team and business leaders on the importance of DEI-B in employee learning and development
• Gathers and maintains relevant learning and development data in alignment with USAP’s DEI-B position and initiatives
• Maintains awareness of DEI-B best practices and applies them to USAP development programs, processes, and practices

KNOWLEDGE/SKILLS/ABILITIES (KSAs):

• Bachelors’ degree in related field (HR, Business, etc.); Master’s level degree in a related field preferred (Org Behavior, Org Development, I/O)
• 7+ years of professional experience (5+ years of experience in a leadership capacity) in Organizational Development, Talent Development, Leadership Development or related work in Human Resources
• 2+ years of experience managing and growing a team of capable professionals; management of overall function strongly preferred
• Proficient in Microsoft PowerPoint, Word, Project, and Excel
• Proven ability to build relationships and to influence individuals at all levels in the organization, as well as with external vendors and service providers
• Proven track record of successfully executing programs that meet strategic enterprise-wide objectives in a dynamic, high growth environment
• Strong capacity for planning and coordinating work, as well as resource management experience
• Strong analytical, problem-solving, and decision-making skills
• Proactive, creative and efficient in identifying issues, understanding and proposing solutions
• Collaborative in decision making and facilitate working to consensus to gain agreement
• Ability to balance the tactical needs of the team with the strategic business perspective
• Flexible, decisive, trusted, and responsible to deliver on commitments and goals
• Ability to work autonomously and drive for results, especially within ambiguous and uncertain situations, frequent changes, or unexpected events
• Excellent interpersonal skills, ability to work with diverse personality types and communicate professionally with all levels of management
• Excellent written and oral communication skills are necessary to produce and deliver quality training programs
• Excellent technical writing skills for development, implementation, and maintenance of documentation
• Professional fluency in written and spoken English

*The physical demands described here are representative of those that may need to be met by an employee to successfully preform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Occasional Standing
• Occasional Walking
• Frequent Sitting
• Frequent hand, finger movement 
• Use office equipment (in office or remote)
• Communicate verbally and in writing