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 across the frontline leadership pipeline, including supervisor and manager audiences. The role oversees programs end to end, including scope, timelines, milestones, outcomes, governance, budgets, vendors, logistics, and coordination of faculty, subject matter experts, and external partners. The position designs and aligns multi-course curricula and learning experiences grounded in adult learning theory, evidence-based leadership development practices, and leadership competency models. It creates materials and learning experiences for in-person, virtual, hybrid, and blended delivery, and translates organizational strategy and competencies into program objectives and participant outcomes. The role facilitates sessions for audiences from frontline clinical leaders through directors and executives, advises senior leaders on leadership effectiveness and development priorities, leads train-the-trainer and faculty enablement initiatives, and supports individualized development and succession planning for identified successors and high-potential leaders. The position establishes and manages measurement strategies, tracks and reports program effectiveness and business impact, and uses evaluation data and participant feedback to improve programs. It also serves as a thought partner to the Director of Organizational Learning & Development by identifying gaps, advising on program design and sequencing, reviewing stakeholder materials, anticipating execution challenges, and supporting portfolio resource allocation and oversight.

Requirements

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 learning sessions, managing group dynamics, and adapting to diverse audiences.
Demonstrated leadership and managerial experience, including direct management of employees and complex initiatives.
Bachelor’s degree in Organizational Development, Human Resources, Education, Business, Educational Psychology, Industrial/Organizational Psychology, Communication, or a related field.
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 with frontline leaders, senior leaders, and executives.
Advanced facilitation skills across in-person, virtual, and hybrid formats.
Strong program and project management skills, including management of 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

Experience supporting senior leaders in leadership development.
7+ years of leadership development experience, ideally in 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.
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 concurrent leadership development programs end to end, owning scope, timelines, milestones, and outcomes.
Serve as the accountable program owner and coordinate internal 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.
Architect multi-course leadership development series grounded in adult learning theory, evidence-based practices, and an established leadership competency model.
Ensure alignment and continuity across programs and map courses to a shared competency framework.
Design in-person, virtual, hybrid, and blended learning experiences and develop 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 LCMC Health’s clinical and operational context and keep materials current.
Facilitate leadership development sessions for frontline clinical leaders, directors, and executives, adapting content and methods to the audience.
Advise senior leaders on leadership effectiveness, team dynamics, and development priorities.
Lead train-the-trainer initiatives and faculty enablement to expand facilitation capabilities and ensure consistent program delivery.
Support Organizational Development Directors with individualized development and succession planning for identified successors and high-potential leaders.
Define and manage measurement strategies, including standardized evaluation tools across the portfolio.
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 scheduling conflicts, resource constraints, and stakeholder dependencies associated with strategic decisions.
Maintain portfolio visibility to support resource allocation, prioritization, and program oversight.