Senior Program Manager of Learning and Development

LCMC Health•New Orleans, LA

About The Position

The Senior Program Manager of Learning and Development owns and manages leadership development programs for frontline and mid-level leaders, overseeing their scope, schedules, milestones, resources, and outcomes. The role coordinates internal faculty, subject matter experts, senior leaders, and external partners; maintains program roadmaps and governance; monitors budgets and vendor relationships; and manages program logistics. The position designs cohesive, multi-course leadership curricula and learning experiences grounded in adult learning theory, evidence-based practices, and leadership competency frameworks. It develops and aligns materials and delivery across in-person, virtual, hybrid, and blended formats, and translates organizational strategy into program objectives and participant outcomes. The role facilitates development sessions for audiences from frontline clinical leaders through directors and executives, advises senior leaders on leadership effectiveness and development priorities, supports succession development for identified successors and high-potential leaders, and enables faculty through train-the-trainer initiatives. The position establishes and manages program measurement, evaluates outcomes and business impact, reports findings to executives, and improves programs using data, feedback, and emerging practices. It also serves as a thought partner to the Director of Organizational Learning & Development by identifying gaps and execution risks, advising on program design and sequencing, reviewing materials, and supporting portfolio prioritization and oversight.

Requirements

Bachelor’s degree in Organizational Development, Human Resources, Education, Business, Educational Psychology, Industrial/Organizational Psychology, Communication, or a related field.
5–7 years of progressive experience in leadership development, talent development, or organizational development, including program design, facilitation, and program management.
Demonstrated experience designing and facilitating leadership development programs for frontline and mid-level leaders.
Demonstrated facilitation experience, including leading interactive sessions, managing group dynamics, and adapting approaches to diverse audiences.
Demonstrated leadership, managerial, or program ownership experience, including coordinating stakeholders, influencing frontline leadership development, and managing complex initiatives.
Deep knowledge of leadership development theory, adult learning principles, and evidence-based leadership competency models.
Ability to design, align, and manage multiple programs within a cohesive leadership development portfolio.
Strong consultative, influencing, and relationship-building skills, including the ability to establish credibility with frontline leaders, senior leaders, and executives.
Advanced facilitation skills across in-person, virtual, and hybrid formats.
Strong program and project management skills, including managing concurrent programs, timelines, budgets, and stakeholder relationships.
Ability to translate organizational strategy and competency frameworks into actionable leadership development outcomes.
Strong measurement and evaluation skills, including survey design, data synthesis, and executive reporting.
Critical thinking, independent problem-solving, and sound judgment in an ambiguous, fast-paced, team-based environment.
Experience using learning management systems and web-based content authoring tools such as Articulate 360, Camtasia, Captivate, or iSpring.
Ability to mentor colleagues, coordinate cross-functional contributors, and provide work direction to junior team members without formal supervisory authority.

Nice To Haves

7+ years of leadership development experience, ideally within healthcare or another complex, regulated environment.
Experience owning and managing multi-course leadership development programs or academies end-to-end.
Experience advising senior leaders and executives in a consultative capacity.
Experience with leadership competency frameworks and succession development.
Experience supporting senior leaders through leadership development programs.
Master’s degree in Organizational Development, Leadership, Industrial/Organizational Psychology, Adult Education, or a related field.
Certification in leadership or executive coaching, such as ICF-accredited certification.
Certification in a recognized leadership or behavioral assessment, such as DiSC, EQ-i 2.0, Hogan, or MBTI.
Certificate in Instructional Design or Training Facilitation.

Responsibilities

Manage multiple leadership development programs end-to-end, including scope, timelines, milestones, and outcomes.
Serve as program owner and primary point of accountability, coordinating faculty, co-facilitators, subject matter experts, and external partners.
Maintain program roadmaps and governance while balancing priorities, cohort schedules, and stakeholder commitments.
Monitor program budgets and external vendor relationships as applicable.
Oversee program logistics, including scheduling, faculty coordination, room and virtual setup, catering, and completion records.
Design multi-course leadership development curricula grounded in adult learning theory, evidence-based practices, and leadership competency models.
Align curricula across programs so courses reinforce one another and map to a shared competency framework.
Create in-person, virtual, hybrid, and blended learning experiences, including curricula, facilitation guides, workbooks, case studies, slide decks, and assessments.
Translate organizational strategy, vision, and competency frameworks into program objectives and participant development outcomes.
Partner with subject matter experts and senior leaders to align content with the organization’s clinical and operational context and keep materials current.
Facilitate leadership development sessions for frontline clinical leaders, directors, and executives, adapting methods to audience needs and seniority.
Advise senior leaders on leadership effectiveness, team dynamics, and development priorities.
Lead train-the-trainer initiatives and faculty enablement to support consistent program delivery across the system.
Support Organizational Development Directors with individualized leadership development and succession planning for identified successors and high-potential leaders.
Define and manage measurement strategies and standardized evaluation tools for frontline leadership development programs.
Track, analyze, and report program effectiveness, participant outcomes, and business impact.
Develop executive-facing reports connecting leadership development to organizational capability and succession goals.
Improve program content, design, and delivery based on evaluation data, participant feedback, and evidence-based practices.
Assess risks associated with programs and change initiatives and implement mitigation strategies.
Identify operational and programmatic gaps and recommend solutions to reduce reactive problem-solving and Director intervention.
Provide recommendations on program design, sequencing, and participant experience based on frontline observations.
Review program proposals, communications, and stakeholder materials before distribution to senior audiences.
Anticipate execution challenges, including scheduling conflicts, resource constraints, and stakeholder dependencies.
Maintain visibility across the Learning and Development portfolio to support resource allocation, prioritization, and program oversight.
Mentor colleagues, coordinate cross-functional contributors, and provide work direction to junior team members without formal supervisory authority.