#LI-AS1d

Summary/Objective:

The Vice President of Learning & Development provides enterprise-level leadership for North Shore Health's learning strategy, integrating clinical education, leadership development, employee engagement, and resident experience across all service lines. This role combines the strategic intent of Learning & Development with the practical, centerfocused leadership needed to support resident outcomes, workforce capability, and operational consistency. The VP of L&D works closely with Senior Leadership and the VP of People & Culture to design and execute learning strategies that support organizational performance, leadership readiness, regulatory alignment, and quality outcomes.

This leader ensures that training is relevant, usable, and aligned with the real needs of North Shore centers, with focused emphasis on Nursing, Social Services, and Life Enrichment. The role requires

strong clinical-operational judgment, credibility with field and senior leaders, and the ability to move seamlessly between strategy, execution, coaching, and hands-on teaching. This is a highly visible, field-based leadership position. The VP of L&D is expected to spend time in centers working directly with leaders and frontline teams to assess needs, develop capability, reinforce standards, and support organizational priorities. Success in this role requires flexibility, adaptability, and a willingness to pivot based on business needs, regulatory priorities, operational challenges, workforce trends, and emerging opportunities.

Essential Functions:

Enterprise Learning & Development Strategy
• Define and lead an enterprise L&D strategy aligned with clinical, operational, workforce, regulatory, resident experience, and culture priorities.
• Partner with Senior Leadership and the VP of People & Culture to identify learning priorities, strengthen workforce capability, and support long-term organizational development.

Clinical, Operational, and Field Education Leadership
• Oversee practical education programs across departments, with focused support for Nursing, Social Services, and Life Enrichment.
• Support clinical competencies, onboarding, DON development, regulatory readiness, quality improvement, psychosocial care, resident rights, care planning, discharge planning, meaningful engagement, and documentation standards.
• Maintain a regular center presence to assess needs, provide coaching, validate competencies, evaluate program effectiveness, and support operational priorities.
• Deliver hands-on training, leader coaching, and performance support in real-world care environments as needed.
• Partner with center leadership and VPSs to identify barriers, implement practical education solutions, and support new program rollouts.

Leadership Development and Experience Integration
• Partner with VP of People and Culture to develop leadership training for DONs, EDs, VPSs, department leaders, and emerging leaders.

o Strengthen the leadership bench through structured programs, coaching, practical tools, and follow-up support.

o Coach leaders on standards, accountability, communication, change leadership,

operational follow-through, and practical problem solving. Resident Experience, Employee Engagement, and Culture
• Integrate resident experience, employee engagement, retention, culture, and service excellence into learning strategy and leadership development.
• Translate Social Services and Life Enrichment standards into practical tools, expectations, coaching resources, and center support.
• Reinforce behaviors that support dignity, resident rights, meaningful engagement, and a positive work environment.

Program Design & Delivery
• Design and oversee learning programs across multiple formats, including in-person training, virtual learning, LMS education, train-the-trainer models, and hands-on competency validation.
• Design, facilitate, and deliver training, leadership development, competency validation, and coaching. This role is expected to remain actively engaged in education delivery.
• Ensure content is clear, practical, actionable, and grounded in adult learning principles.
• Use on-site observation and rounding to ensure education translates into practice and measurable results.
• Create tools, guides, and job aids that simplify expectations and support consistent application of standards.

Operational Execution
• Lead the Learning & Development team and translate strategy into executable programs with clear timelines, communication, ownership, and accountability.
• Standardize education practices while allowing appropriate center-level flexibility based on resident needs, staffing, and operational context.
• Respond to emerging organizational needs and adjust learning priorities accordingly.
• Lead or participate in special projects, center interventions, performance improvement efforts, and cross-functional initiatives as assigned.
• Maintain a strong understanding of center operations so education remains practical, relevant, and impactful.

Quality, Outcomes, and Continuous Improvement
• Establish metrics to evaluate learning effectiveness, including survey outcomes, clinical KPIs, staff retention and engagement, leadership readiness, and program adoption.
• Use data, field feedback, observation, and leader input to evaluate whether training creates meaningful practice change.
• Adjust strategy based on outcomes, center needs, regulatory priorities, and organizational goals.
• Help leaders move from education to implementation, follow-up, and sustained accountability.

Collaboration & Culture
• Partner with People & Culture, clinical leaders, operational leaders, field teams, and senior leadership to align education with organizational priorities and center success.
• Model professional communication, accountability, humility, and a practical problem solving mindset.

Travel and Flexibility
• Extensive travel and frequent in-person center presence are required.
• Same-day or short-notice travel may be needed to support operational, clinical, regulatory, workforce, leadership, or implementation needs.
• Schedule flexibility is necessary to accommodate training events, survey support, leadership transitions, and center support needs.
• Work location and daily priorities may shift based on company need, center performance, regulatory activity, implementation timelines, or emerging operational concerns.

Additional Responsibilities
• Resident Rights

o Knows Resident Rights

o Helps the residents/patients exercise and/or protect their rights

o Maintains confidentiality of resident/patient and employee information
• HIPAA

o Follows and adheres to North Shore Health's policies and procedures implementing HIPAA requirements for the privacy and security of protected health information

o Uses and/or discloses only minimum amount of Protected Health Information necessary to complete assigned tasks

Work Environment/Physical Requirements

The responsibilities of this position may involve travel and physical activities including standing, occasional lifting (up to 50 pounds unassisted), bending, stooping, pushing, pulling and twisting. All employees when visiting nursing homes may be required to provide lifting and transfer assistance to residents. Lifting and/or transferring some residents will require use of a lifting device and /or assistance of other staff.

Required Education and Experience
• Registered Nurse (RN) license in good standing.
• Minimum of 5 years of executive-level leadership experience in an Assisted Living Center, with multi-facility oversight preferred.
• Experience in Skilled Nursing Facilities (SNFs) is required.
• In-depth knowledge of state and federal healthcare regulations, including CMS guidelines.
• Experience building and delivering practical education programs for leaders and frontline teams.
• Strong leadership, problem-solving, and decision-making skills.
• Excellent communication and interpersonal abilities to work effectively with diverse teams.
• Ability to travel frequently between facilities and work flexible hours as needed.
• Proficiency in electronic health records (PCC) and data-driven decision-making.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.