Director, Learning & Development

Brown Medicine•Providence, RI

1d•$147,784 - $243,859•Hybrid

About The Position

SUMMARY: The Director of Learning & Development (L&D) is responsible for building and implementing an integrated learning framework that supports the development of critical competencies and skills needed for success at Brown University Health. The framework will be made up of relevant, effective and scalable professional, management and leadership development solutions, leveraging instructional methods, formats and technologies that best meet learner needs and program objectives. The Director of L&D leads a team of experienced Learning & Development specialists. This role requires a strategic thinker and organized executor, with a track record of building and managing a portfolio of highly impactful Learning & Development solutions at scale and passion for building an engaged and high-performing team. Success in this role requires a mindset of continuous, embedded, performance‑focused learning rather than event-based learning. This is a hybrid position, with a minimum of 3 days in the Brown University Health headquarters in Providence RI. PRINCIPAL DUTIES AND RESPONSIBILITIES: Strategic Planning: Develop and deploy a learning framework for professional, manager and leadership development that supports the company's business objectives, meets the needs of a large, complex and distributed learner base and fosters a high performing, high engagement culture. Needs Assessment: Leverage learning data skills insights to inform skills & competency needs, program requirements and future workforce capability needs. Program Design: Oversee the design, delivery and sustainment of innovative, scalable learning programs, utilizing the most effective strategy for each, and leveraging emerging technologies (e.g. generative AI, adaptive learning, analytics, simulation, etc.) Learning Ecosystem: Work closely with the Talent Management Operations Manager to guide the development of a modern learning ecosystem (LMS/LXP, digital content, analytics, performance support) that is scalable, secure, and fit for a complex academic health care environment. Vendor/Partner Management: Evaluate and build strategic relationships with Learning & Development providers, community partners and consultants as needed to support development of high-quality learning solutions. Stakeholder Management: Build and sustain effective relationships with executives and leaders at all levels to ensure learning initiatives are aligned with business priorities and drive organizational success. Team Leadership: Build and lead a team of junior and experienced learning and development professionals, fostering an inspiring, collaborative and high-performance team culture that works in close collaboration with the broader Talent Management team. Impact Measurement: Establish metrics and evaluation processes to measure the effectiveness of learning programs and make data-driven improvements. Budget Management: Develop and manage the annual Learning & Development budget, ensuring cost-effective use of resources. Program/Project Management: Manage a portfolio of learning projects and programs, balancing priorities and workload to ensure quality and delivery. Effective Execution: Close collaboration and partnership with Learning Operations to ensure effective, efficient execution of learning technologies, solutions and reporting. Talent Management Leadership Team: Full participation as a key member of the Talent Management Leadership Team. Performs other duties as assigned.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.
Minimum of 5-7 years of experience working in a Learning and Development or Talent Management function within a large enterprise
Minimum 5 years of leadership experience, managing L&D programs and/or teams.
Proven experience in designing learning framework/strategy
Expertise in adult learning principles and instructional design methodologies, including Universal Design.
Strong awareness of the training/learning vendor landscape
Excellent communication, presentation, facilitation and interpersonal skills including with executive audiences.
Working knowledge of AI applications in learning (e.g., content generation, personalization, learning analytics).
Ability to think strategically and execute tactically.
Ability to juggle multiple priorities.
Familiarity with learning management systems (LMS), LXP and e-learning platform capabilities.
Evaluate the impact of learning programs and continuously improve them.
Data analytics, dashboard and reporting skills.
Stays aware of functional and industry trends and continuous learning mindset.
5 years people leadership experience.
MSOffice applications proficiency.

Nice To Haves

Experience in Workday enabled environment a plus.
Experience in Health Care industry preferred.

Responsibilities

Strategic Planning: Develop and deploy a learning framework for professional, manager and leadership development that supports the company's business objectives, meets the needs of a large, complex and distributed learner base and fosters a high performing, high engagement culture.
Needs Assessment: Leverage learning data skills insights to inform skills & competency needs, program requirements and future workforce capability needs.
Program Design: Oversee the design, delivery and sustainment of innovative, scalable learning programs, utilizing the most effective strategy for each, and leveraging emerging technologies (e.g. generative AI, adaptive learning, analytics, simulation, etc.)
Learning Ecosystem: Work closely with the Talent Management Operations Manager to guide the development of a modern learning ecosystem (LMS/LXP, digital content, analytics, performance support) that is scalable, secure, and fit for a complex academic health care environment.
Vendor/Partner Management: Evaluate and build strategic relationships with Learning & Development providers, community partners and consultants as needed to support development of high-quality learning solutions.
Stakeholder Management: Build and sustain effective relationships with executives and leaders at all levels to ensure learning initiatives are aligned with business priorities and drive organizational success.
Team Leadership: Build and lead a team of junior and experienced learning and development professionals, fostering an inspiring, collaborative and high-performance team culture that works in close collaboration with the broader Talent Management team.
Impact Measurement: Establish metrics and evaluation processes to measure the effectiveness of learning programs and make data-driven improvements.
Budget Management: Develop and manage the annual Learning & Development budget, ensuring cost-effective use of resources.
Program/Project Management: Manage a portfolio of learning projects and programs, balancing priorities and workload to ensure quality and delivery.
Effective Execution: Close collaboration and partnership with Learning Operations to ensure effective, efficient execution of learning technologies, solutions and reporting.
Talent Management Leadership Team: Full participation as a key member of the Talent Management Leadership Team.
Performs other duties as assigned.