Emp Status
Regular Full time
Work Shift
Compensation Range
The base pay scale for this position is $0.00 - $0.00. In addition, this position will be eligible for additional benefits consistent with the role. The salary of the finalist selected for this role will be determined based on various factors, including but not limited to: scope of role, level of experience, education, accomplishments, internal equity, budget, and subject to Fair Market Value evaluation. The hiring range listed is a good faith determination of potential compensation at the time of this job advertisement and may be modified in the future.
What you will be doing
KEY RESPONSIBILITIES
Learning calendar and program management
- Own one integrated learning calendar across the three directors' areas, and the project plan, RACI and weekly status for cross-team programs: milestones, dependencies and risks. Content and stakeholder decisions stay with the program owner, for example the Senior L&D Consultant.
- Run the monthly New Employee Orientation and the 30/60/90 and 365-day journey: logistics, communications, the per diem facilitator pool, and participant follow-up.
- Run cohort operations for leadership programs: nominations, mix of clinical and non-clinical participants, scheduling, materials, attendance and follow-up.
- Owns and organizes the facilitator pool with the Director, Leadership Development and the Senior L&D Consultant.
- Coordinate vendors and facilitators, and track program spend against the budget.
- Coordinate the shared calendar with the Educational Institute (EI) so learners see one offer.
Compliance follow-up
- Run the campaigns and follow-up that keep compliance training on schedule, working from data the Systems Partner provides and rules the Director, Learning & Systems sets.
Engagement, marketing and communications
- Build and run the learning communications plan: launches, campaigns and a Learning at HSS brand that makes development visible and easy to join.
- Lead adoption campaigns for LinkedIn Learning and Workday Learning, and for each new program, against agreed usage targets.
- Ensures consistent messaging, tools and ease of access across all applications, systems / platforms both internally and externally
Insight and reporting
- Own the learning scorecard: participation, engagement, completion, skills readiness, and business measures agreed with program owners. Use dashboards built by the Talent & Learning Systems Partner and add the narrative that makes them useful.
- Run post-program surveys and pulse checks, and bring findings to program owners with recommended changes.
Intake and prioritization
- Run the single intake queue for Enterprise Learning Council (ELC), EI and HR requests, triage weekly and escalate trade-offs through the monthly capacity review.
Operational excellence
- Use AI and workflow tools to automate scheduling, reminders, reporting and first drafts of communications, and keep templates, checklists and playbooks current.
HOW THIS ROLE IS MEASURED
On-time delivery of the learning calendar; programs delivered with high participant readiness and attendance – actively helping to drive impact. Ex. LinkedIn Learning penetration targets; compliance completion on schedule; scorecard issued on schedule and used in decisions; hours of manual work removed through automation.
