Program Manager, Leadership Readiness and Enablement

UChicago Medicine • Chicago, IL

1d • Hybrid

About The Position

Join one of the nation’s most comprehensive academic medical centers, UChicago Medicine, as a Program Manager, Leadership Readiness and Enablement in our Talent Strategy & Experience department. This is an on-site position with opportunities for remote work. You will need to be based in the greater Chicagoland area. The Program Manager, Leadership Readiness and Enablement is responsible for overseeing the design, implementation, facilitation, and optimization of enterprise learning and development programming for leadership readiness and enablement. Under the director of Executive Director of Talent Strategy and Experience, this role works closely across HR leadership, and with operational leaders to align development offerings with organizational priorities, leadership competencies, succession planning outcomes, and performance management strategies. The Program Manager supports workforce capability and leadership readiness by translating identified organizational and talent gaps into actionable development solutions and scalable programming. This role will strengthen the organization’s ability to proactively develop leaders, retain high-potential talent, and build sustainable leadership pipelines necessary to support long-term organizational success. Importantly, this position will also establish stronger measurement and accountability around learning and development investments through evaluation of program effectiveness, engagement outcomes, promotion and retention trends, internal mobility, succession readiness, and leadership effectiveness metrics.

Requirements

• Bachelor’s Degree from an accredited body is required
• Minimum of 8 years of experience in leadership development, or organizational development programs and initiatives is required
• Minimal of 8 years of experience in designing and/or facilitating development programming for leadership and/or employee populations is required
• Minimum of 8 years of demonstrating experience translating organizational strategy, talent insights, or succession planning outcomes into development solutions is required
• Project management experience is required
• Program management experience is required
• Strong understanding of leadership competencies, adult learning principles, organizational development, workforce development and talent strategy.
• Experience measuring program effectiveness and utilizing data to drive continuous improvement and demonstrate ROI.
• Strong project management and stakeholder management capabilities with the ability to manage multiple priorities simultaneously.

Nice To Haves

• Learning and development program management
• Leadership development and facilitation expertise
• Curriculum and instructional design
• Strategic thinking and business acumen
• Program evaluation and analytics
• Executive communication and presentation skills
• Relationship management and collaboration
• Change management and organizational effectiveness
• Project and program management
• Learning technologies and virtual facilitation platforms.
• Excellent communication, facilitation, presentation, and interpersonal skills.
• Experience working within complex, matrixed, or healthcare organizations preferred.

Responsibilities

• Support the development and lead the execution, and continuous optimization of leadership readiness and enablement programming, including enterprise learning and development programming. This role will focus on ensuring succession planning and development strategy across multiple leader populations, including emerging leaders, frontline leaders, managers, senior leaders, executives, and broader employee development populations as applicable.
• Oversee and support enterprise development programs including initiatives such as Manager Enablement Training (MET), Rise Higher, Executive Leadership Institute, and other custom learning offerings.
• Serve as a strategic partner to HR leaders, operational leaders, and executive stakeholders in support of enterprise learning and development initiatives.
• Partner with organizational leaders and HR stakeholders to identify workforce and leadership capability gaps and translate organizational priorities into targeted development strategies, ensuring learning and development programming aligns with organizational goals, operational priorities, leadership expectations, and workforce development needs.
• Coordinate program logistics, communications, vendor partnerships, facilitation schedules, and participant experiences.
• Support external partnerships, benchmarking, and research related to learning and development best practices and emerging workforce trends.
• Ensure scalability, sustainability, and continuous improvement of learning and development programming and processes.
• Partner closely with succession planning and talent management efforts to translate talent review outcomes, succession insights, competency gaps, and leadership readiness needs into actionable development plans.
• Support the integration of leadership competencies into development programs, learning experiences, talent assessments, performance management processes, and leadership tools.
• Assist in building scalable development pathways that strengthen internal mobility, workforce capability, leadership readiness, and long-term succession pipelines.
• Collaborate with HR and business leaders to support individualized and cohort-based development planning.
• Facilitate instructor-led trainings, workshops, retreats, and development experiences across all leadership levels and employee populations as assigned.
• Design, enhance, and maintain learning curriculum and development materials using adult learning principles and best practices.
• Support blended learning approaches including in-person, virtual, cohort-based, and experiential learning models.
• Ensure programming remains current, relevant, engaging, and aligned with enterprise culture and organizational expectations.
• Establish and monitor success metrics and program evaluation strategies to assess development effectiveness and organizational return on investment.
• Analyze development outcomes using data points including participation, engagement, retention, promotion rates, internal mobility, succession readiness, and leader effectiveness.
• Make recommendations for program enhancements based on participant feedback, organizational outcomes, workforce trends, and business needs.
• Develop presentations, reports, and executive summaries to communicate program impact and strategic recommendations to leadership.

Benefits

• Compensation offered at the time of hire will vary based on candidate qualifications and experience and organizational considerations, such as internal equity.
• Pay ranges for employees subject to Collective Bargaining Agreements are negotiated by the medical center and their respective union.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager