Learning and Development Operations Director

Curana Health, Inc.•Remote,

16h

About The Position

At Curana Health, we’re on a mission to radically improve the health, happiness, and dignity of older adults—and we’re looking for passionate people to help us do it. As a national leader in value-based care, we offer senior living communities and skilled nursing facilities a wide range of solutions (including on-site primary care services, Accountable Care Organizations, and Medicare Advantage Special Needs Plans) proven to enhance health outcomes, streamline operations, and create new financial opportunities. Founded in 2021, we’ve grown quickly—now serving 200,000+ seniors in 1,500+ communities across 32 states. Our team includes more than 1,000 clinicians alongside care coordinators, analysts, operators, and professionals from all backgrounds, all working together to deliver high-quality, proactive solutions for senior living operators and those they care for. If you’re looking to make a meaningful impact on the senior healthcare landscape, you’re in the right place—and we look forward to working with you. For more information about our company, visit CuranaHealth.com. Within the People Function, we operate from a clear point of view: we are a product team with an internal customer. Our work is grounded in strong design, thoughtful systems, and practical execution. Learning is a core enabler of scale—supporting leaders, providers, and teams as Curana grows and evolves through consistent delivery and accessible resources. We’re hiring a Director of Learning Operations to lead how learning is run and continuously improved and scaled across Curana. This role sits at the intersection of learning systems, operations, and enterprise partnerships. It’s designed for someone who brings range: depth in learning operations and LMS ownership, strong strategic judgment, and the ability to partner credibly with senior leaders and cross functional teams. This is not a narrow operations role. It’s a senior leadership role for someone who can: Own, run and refine the learning operating model, Ensure the LMS and surrounding systems work well at scale, Bring clarity and structure to complex initiatives, Help learning show up as a strong, reliable partner to the business.

Requirements

An approach to leading your teams that fosters great ideas, laughter, and people development.
A track record of designing and managing processes, plans, and systems that scale, stay organized, and hold up over time.
Experience owning or leading learning operations and LMS environments (Workday Learning strongly preferred).
Comfort working and communicating with senior leaders and navigating tradeoffs in complex environments.
Enough learning design fluency to make sound decisions and guide quality, without needing to be an instructional designer.
The ability to move between strategy and execution with confidence.
Bachelor’s degree required; Master’s degree preferred (Education, Organizational Development, Business, HR, or related field).
8–12 years of progressive experience in learning, enablement, or L&D operations, including ownership of learning systems and delivery at scale.
Backgrounds that often fit well include learning or enablement leaders from rapidly growing healthcare or tech organizations, or consultants who have moved into People operator roles and enjoy building durable systems.

Responsibilities

Lead Learning Operations End-to-end: Own the learning operations model across intake, prioritization, sequencing, build, delivery, and ongoing improvement.
Ensure learning work is clearly scoped up front, built efficiently, and delivered without unnecessary rework or churn.
Set clear processes and standards that allow learning to scale while maintaining quality and consistency.
Own and Evolve the LMS Ecosystem: Serve as the primary owner of Curana’s LMS ecosystem, including Workday Learning.
Design and oversee how learning is structured, delivered, tracked, and maintained within the system.
Partner with HRIS and IT to improve reliability, reporting, usability, and automation over time.
Help Steer Learning Initiatives from Concept to Execution: Work with learning leadership and business partners to translate priorities into clear plans and deliverables.
Drive alignment across stakeholders to ensure smooth execution of learning initiatives.
Support executive level communications, toolkits, and updates that help leaders understand what’s changing and why.
Bring structure and follow‑through to ensure learning initiatives land as intended.
Strengthen Measurement and Feedback: Build reporting and feedback loops that provide consistent visibility into learning demand, adoption, and effectiveness.
Move the function away from one‑off measurement requests toward shared, repeatable insights that leaders can rely on.
Expand Self‑Service Learning: Make it easier for Clinical Leaders and managers to find, reuse, and deploy learning assets.
Partner with others in the People Function to package learning offerings in ways that are intuitive and scalable.
Continue strengthening Cura’s (Curana’s AI Chatbot) connection to learning so common questions and needs can be addressed efficiently.
Lead Partnerships and Vendors: Identify where Curana should build internal capability versus leverage external partners to scale learning operations and delivery.
Own vendor relationships and ensure delivery against expectations.
Lead and Develop the Team: Provide people leadership for Learning Operations team members, with scope expected to evolve over time.
Create clarity around roles, expectations, and ways of working.
Coach team members to deliver high-quality work and operate effectively across the organization.