Program Manager Learning and Development Operations and Engagement

Hospital for Special Surgery•New York, NY

10d

About The Position

The Program Manager, Learning and Development Operations and Engagement, manages the operational calendar, logistics, communications, measurement, and continuous improvement of learning programs across multiple teams. The role coordinates cross-team work while program owners retain responsibility for content and stakeholder decisions. It supports employee onboarding and development journeys, leadership cohorts, compliance training, learning communications and platform adoption, reporting, and request intake. The position also uses AI and workflow tools to streamline operations and maintain current program resources.

Responsibilities

Own an integrated learning calendar across three directors’ areas and maintain project plans, RACI, and weekly status updates for cross-team programs, including milestones, dependencies, and risks.
Manage monthly New Employee Orientation and the 30/60/90-day and 365-day journey, including logistics, communications, the per diem facilitator pool, and participant follow-up.
Manage cohort operations for leadership programs, including nominations, participant mix, scheduling, materials, attendance, and follow-up.
Organize the facilitator pool with the Director, Leadership Development, and Senior L&D Consultant.
Coordinate vendors and facilitators, and track program spending against the budget.
Coordinate the shared calendar with the Educational Institute so learners can see one learning offer.
Run compliance training campaigns and follow-up using data from the Systems Partner and rules set by the Director, Learning & Systems.
Develop and run the learning communications plan, including launches, campaigns, and the Learning at HSS brand.
Lead adoption campaigns for LinkedIn Learning, Workday Learning, and new programs against agreed usage targets.
Ensure consistent messaging, tools, and ease of access across applications, systems, and platforms, internally and externally.
Own the learning scorecard covering participation, engagement, completion, skills readiness, and business measures agreed with program owners; use systems partner dashboards and provide useful narrative.
Run post-program surveys and pulse checks, and present findings and recommended changes to program owners.
Manage the single intake queue for Enterprise Learning Council, Educational Institute, and HR requests; triage weekly and escalate trade-offs through the monthly capacity review.
Use AI and workflow tools to automate scheduling, reminders, reporting, and first drafts of communications; keep templates, checklists, and playbooks current.