Head of Learning and Development / L&D

Are you passionate about developing caregivers and leaders who advance excellence across a complex healthcare organization? Do you thrive at the intersection of leadership development, workforce readiness, talent strategy, and organizational effectiveness? The Director of Learning and Development - Caregiver and Leader Development is responsible for shaping and advancing Providence’s enterprise development strategy for caregivers and core leaders. This role leads the integrated programs and development pathways that build the skills, mindsets, and leadership capabilities needed for today's operational priorities and the future of healthcare.

This leader oversees a team of Talent Consultants and Program Managers who design, deliver, and continually evolve caregiver and leader development programs across Providence. leader onboarding and transition support, leadership development programs, mentorship, high-potential development, succession readiness, and targeted manager-level training that strengthens high-performing leaders and teams.

The Director partners with operational leaders, HR, Talent Management, Workforce Development, Learning, Mission, Clinical Education, Finance, HRIS, and other Centers of Excellence to create a simple, human-centered development model. This model connects leadership capability, skill development, career growth, performance, productivity, engagement, and succession readiness, while aligning to Providence’s Mission, Values, strategic priorities, leadership expectations, and future workforce needs.

Strategy and Integrated Development Model

Develop and implement a comprehensive caregiver and leader development strategy aligned to Providence’s Mission, Values, Promise, strategic priorities, and evolving healthcare workforce needs.

Create an integrated development model that connects onboarding, leadership academies, mentorship, coaching, assessments, high-potential development, succession readiness, career growth, and skills needed for current and future roles.

Partner with senior leaders, HR, Talent Management, Talent Acquisition, Workforce Development, Learning, Mission, Clinical Education, Finance, Technology, and operational stakeholders to align priorities, reduce duplication, and translate enterprise needs into scalable development solutions.

Provide strategic oversight for the Providence Leadership Academy as a central development resource for leaders across the organization.

Oversee programs supporting new and transitioning leaders, aspiring leaders, frontline and mid-level leaders, nurse leaders, physician and APP leaders, and other key leadership populations as identified.

Caregiver, Leader, and Manager Capability Building

Lead development experiences that support caregivers and leaders as they enter new roles, transition into leadership, or prepare for expanded responsibilities.

Support practical, role-relevant manager development in productivity, systems adoption, operational management, performance conversations, team effectiveness, stakeholder management, and leadership routines.

Use formal learning, practice-based experiences, coaching, mentoring, peer connection, and just-in-time resources to meet leaders where they are and support application in real work.

Talent Pipeline, Mentorship, and Succession Readiness

Partner with Talent Management, Talent Acquisition and HR leaders to align development programs with talent review, succession readiness, high-potential development, internal mobility, and future leadership pipeline needs.

Human-Centered Design And Development Experience

Design caregiver and leader development experiences that are simple, intuitive, accessible, inclusive, relevant, and easy to navigate.

Clarify what development is available, when it is most relevant, who it supports, and how it connects to skills, career growth, leadership effectiveness, and advancement.

Measurement, Partnerships, and Team Leadership

Establish a data-informed measurement strategy to evaluate reach, quality, relevance, skill acquisition, behavior change, business impact, return on learning, conversion and continuous improvement opportunities.

Build trusted relationships with executives, operational leaders, HR partners, Talent team, Mission, Clinical Education, Finance, technology partners, and other Centers of Excellence to align priorities and strengthen execution.

set direction, align priorities, manage resources and budgets, and create an engaged team environment focused on impact and stewardship.

Bachelor’s Degree in Leadership, OD, HR, or related field.

Master’s Degree in Leadership, OD, HR, or related field (preferred).

10 or more years as a senior-level learning and talent management leader with specialized mastery in leadership development programs, learning curriculum design and delivery, talent management, organization development and performance management.

8 years of experience in HR strategic planning and working through local strategic partnerships, service center environment and centers of expertise to achieve aligned objectives.

5 years of experience in designing and implementing innovative system/region-level learning and talent development programs.

5 years of experience building high-performance teams and leading through others to implement major solutions, requiring ownership, buy-in, and support.

Experience designing integrated development models that connect onboarding, ongoing development, leadership pathways, career growth, skills, succession planning, talent management, and internal mobility.

Experience using data, dashboards, feedback, stakeholder insights, and measurement strategies to assess program effectiveness, guide continuous improvement, and communicate impact.

Demonstrated ability to develop and implement enterprise caregiver and leader development strategies aligned to mission, values, strategic goals, future skills, and healthcare workforce needs.

Deep knowledge of leadership development, caregiver development, adult learning, assessment, mentorship, coaching, succession readiness, high-potential development, leadership academies, cohort-based programs, and practice-based learning models.

Strong healthcare business acumen with the ability to translate operational priorities such as productivity, systems adoption, workforce performance, leader accountability, and caregiver engagement into practical development solutions.

Ability to create clear, simple, and human-centered pathways that help caregivers and leaders understand available development opportunities and how those experiences support growth and advancement.

Knowledge of leadership competency models, skills frameworks, talent profiles, job architecture, learning technology, talent technology, HR systems, LMS platforms, analytics tools, and digital solutions that support scalable development.

Ability to influence and align senior leaders and cross-functional stakeholders around shared priorities, governance, program design, implementation decisions, and enterprise development outcomes.

Strong strategic thinking, systems thinking, critical thinking, project management, change leadership, and resource stewardship skills in a complex, matrixed healthcare organization.

Creative and innovative mindset with the ability to simplify complexity, lead through ambiguity, adapt to changing priorities, and design meaningful development experiences that support leader effectiveness and team performance.

Ability to develop and lead a high-functioning team by setting direction, aligning priorities, coaching performance, managing conflict, delegating effectively, and creating an environment where team members grow and thrive.

Demonstrates sound judgment, self-awareness, executive presence, accountability, professionalism, commitment to inclusion, and dedication to Providence’s Mission, Values, Vision, and Promise.

Shape and advance Providence’s enterprise development strategy for caregivers and core leaders across the organization.

Leadership Development Focus: Oversee integrated programs that support leadership capability, career growth, succession readiness, mentorship, and high-potential development.

Collaborative Partnership Model: Partner with operational leaders, HR, Talent Management, Workforce Development, Learning, Mission, Clinical Education, Finance, HRIS, and other Centers of Excellence to advance development priorities across Providence .

Help build the skills, mindsets, and leadership capabilities needed to support Providence’s Mission, Values, strategic priorities, leadership expectations, and future workforce needs.

Further, we want our leaders to live in or near the communities we serve. Therefore, leaders applying for this role will be required to work a hybrid schedule, which consists of three days onsite, two days remote and live within a reasonable commuting distance to the ministry or service area they support and lead.

Working at our family of organizations means that regardless of your role, we’ll walk alongside you in your career, supporting you so you can support others. We provide best-in-class benefits and we foster an inclusive workplace where diversity is valued, and everyone is essential, heard and respected. Together, our 120,000 caregivers (all employees) serve in over 50 hospitals, over 1,000 clinics and a full range of health and social services across Alaska, California, Montana, New Mexico, Oregon, Texas and Washington. As a comprehensive health care organization, we are serving more people, advancing best practices and continuing our more than 100-year tradition of serving the poor and vulnerable.

Posted are the minimum and the maximum wage rates on the wage range for this position. additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.

Providence offers a comprehensive benefits package including a retirement 401(k) Savings Plan with employer matching, health care benefits (medical, dental, vision), life insurance, disability insurance, time off benefits (paid parental leave, vacations, holidays, health issues), voluntary benefits, well-being resources and much more. Qualified applications with arrest or conviction records will be considered for employment in accordance with the Unincorporated Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.

Learning & Development

Job Schedule: Full time

Job Shift: Day

Providence Valley Office Park-Renton

Workplace Type: On-site

additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.

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