Director of Professional Development

Loretto Hospital • Chicago, IL

2d

About The Position

The Director of Professional Development is a strategic leader responsible for designing, implementing, and overseeing initiatives that enhance employee skills, career growth, workforce readiness, and organizational performance. Reporting to the Chief Nursing Officer (CNO) and the Chief Human Resources Officer (CHRO), this position plays a key role in aligning professional and workforce development strategies with the organization’s mission and goals.

Requirements

• Bachelor’s Degree in Nursing.
• Must have a minimum of three years' clinical experience.
• Minimum of 5 years of experience in professional development, clinical education, or workforce development, preferably in a healthcare setting.
• Strong understanding of adult learning principles, workforce readiness strategies, and program evaluation.
• Excellent leadership, communication, project management, and organizational skills.
• Proficiency in using training software, and Microsoft Office Suite (Excel, Word, PowerPoint).
• Excellent written, oral communication, and presentation skills.
• Travel Requirements: this position requires occasional travel to attend training sessions, workshops, community events, and conferences.
• Current Registered Nurse Licensure in the State of Illinois.
• Current CPR and CPI Certification.

Nice To Haves

• Master's degree in Nursing preferred
• Experience working in a healthcare or hospital setting is preferred, as it helps understand the unique needs and regulations of such environments.
• Experience with diverse workforce management, especially in relation to different job functions and specialties.

Responsibilities

• Develop and execute a comprehensive professional and workforce development strategy aligned with organizational objectives.
• Assess organizational and community workforce needs to design programs that address skills gaps and future readiness.
• Partner with senior leadership to integrate workforce planning into overall strategic goals.
• Monitor industry trends and emerging technologies to ensure programs remain relevant and innovative.
• Design long-term plans for talent pipeline development, including partnerships with academic institutions.
• Plan and deliver training workshops, seminars, and e-learning modules for all staff levels.
• Develop, oversee, facilitate certification and credentialing programs to enhance workforce capabilities.
• Create onboarding programs tailored to workforce needs, ensuring new employees are effectively integrated into the workplace.
• Collaborate with clinical and non-clinical leaders to address specific departmental training needs.
• Evaluate training programs for effectiveness and adjust strategies based on feedback and metrics.
• Establish partnerships with schools, colleges, and community organizations to build a robust talent pipeline.
• Develop pre-employment programs, internships, and apprenticeships to prepare individuals for healthcare careers.
• Create initiatives aimed at recruiting underrepresented populations into the workforce.
• Collaborate with HR to implement workforce planning tools and strategies for future growth.
• Lead efforts to enhance employee readiness for promotions or new roles through tailored development plans.
• Implement mentorship programs to support employee career development and retention.
• Facilitate peer-to-peer learning opportunities and collaborative knowledge-sharing platforms.
• Provide individualized coaching for employees seeking advancement or transitioning roles.
• Support staff in achieving professional certifications, licensure, and leadership qualifications.
• Host workshops on personal and professional growth, such as leadership, resilience, and time management.
• Collaborate with leaders to conduct performance evaluations and identify growth opportunities.
• Develop and manage Individual Development Plans (IDPs) for employees at all levels.
• Recognize and reward employee achievements through targeted development programs.
• Lead initiatives aimed at improving employee engagement and retention through growth opportunities.
• Use analytics to track and report on workforce development outcomes and trends.
• Manage the professional and workforce development budget, ensuring efficient allocation of resources.
• Supervise a team of trainers, educators, and support staff, providing leadership and mentorship.
• Establish and maintain policies and procedures for professional and workforce development initiatives.
• Prepare and present reports on program outcomes, workforce trends, and development impact to the leadership, medical staff, and management.
• Serve as a liaison with external training vendors, academic institutions, and workforce development organizations.
• Participates in the development and management of manual and computerized systems and enhancements to the current information systems and develops and maintain reports to leverage technology solutions.
• Arrange data in spreadsheets to perform calculations, find percentages and determine ratios. Analyze and interpret statistics to provide an overview of findings.
• Responsible for tracking, reconciling, and reporting program performance data and outcomes.
• Understands and adheres to Loretto Hospital’s compliance standards as they appear in the Compliance Policy, Code of Conduct and Conflict of Interest Policy.
• Keeps abreast of all pertinent federal, state and Hospital regulations, laws, and policies as they presently exist and as they change or are modified.
• Ensure compliance with labor laws, regulations, and collective bargaining agreements to mitigate risks.
• Performs other related duties as assigned.

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Number of Employees: 501-1,000 employees