Montefiore Health System
Learning and Development Program Manager (JR227274)
Montefiore Health System, Yonkers, New York, United States
Overview
The Learning and Development Program Manager serves as a strategic partner in designing, delivering, and advancing high-impact learning experiences that strengthen Montefiore's workforce across all levels. This role leads the development of enterprise learning solutions that build leadership capability, enhance professional skills, and enable organizational priorities such as culture transformation, engagement, and career mobility. In addition to serving as the lead facilitator for HR systems training (Workday, UKG, and related platforms), the Specialist plays a broader role in shaping learning strategy by consulting with leaders, HR Business Partners, and internal clients to identify capability gaps and recommend targeted interventions. The Specialist also provides oversight and guidance to staff, temporary employees, consultants, and project teams, ensuring alignment, role clarity, and seamless execution of programs and initiatives. Combining instructional design expertise, facilitation excellence, and consultative influence, the Specialist advances Montefiore's mission and VITALS competencies by creating learning solutions that are engaging, evidence-based, and outcomes-driven—ultimately fostering growth, collaboration, and organizational effectiveness. Responsibilities
Program Design and Development
Design, develop, and update learning content (classroom, virtual, and eLearning) using instructional design best practices and adult learning principles. Create facilitator guides, participant materials, job aids, and digital resources that promote knowledge retention, application, and sustained performance. Conduct needs assessments and analyses to ensure content is targeted, relevant, and aligned with organizational strategy and VITALS competencies. Apply instructional design models (e.g., ADDIE, SAM, Bloom’s Taxonomy) to build scalable, engaging programs that address diverse learning needs. Incorporate experiential learning, blended approaches, and emerging technologies to maximize accessibility, inclusion, and impact.
Facilitation and Delivery
Deliver in-person and virtual workshops across leadership, professional skills, orientation, and compliance programming. Serve as a trusted facilitator who creates environments of psychological safety, encourages active engagement, and addresses group dynamics constructively. Provide coaching and “train-the-trainer” sessions to internal facilitators and leaders, strengthening organizational facilitation capacity.
HR Systems Training (Core but Broadened)
Lead the design, development, and delivery of HR systems curricula (Workday, UKG, and related platforms), ensuring employees and managers are proficient and confident in system use. Develop role-based and just-in-time learning solutions, office-hour support sessions, and training resources to promote adoption and minimize disruption. Partner with HR and functional leaders to incorporate system updates, enhancements, or policy changes into learning content and resources. Provide coaching and guidance to internal trainers, building consistency and depth in HR systems learning across the enterprise.
Leadership and Organizational Development
Support leadership development programs and enterprise initiatives that strengthen manager capability, build leadership pipelines, and foster employee growth. Design and deliver learning that supports culture transformation, employee engagement, and organizational effectiveness. Consult with HR Business Partners and leaders to identify organizational capability gaps and recommend targeted, strategic learning interventions.
Evaluation and Measurement
Evaluate learning effectiveness using surveys, focus groups, dashboards, and models such as Kirkpatrick to assess impact at multiple levels. Track participation, completion, and adoption metrics, preparing reports and insights for HR and business leadership. Use data and participant feedback to drive continuous improvement in program design, delivery, and strategy.
Oversight and Guidance
Provide direction, coordination, and support to staff, temporary employees, consultants, and project team members to ensure alignment, clarity of role, and professional execution of responsibilities. Foster collaboration, accountability, and professionalism across diverse contributors, enabling seamless delivery of learning programs, HR systems support, and organizational initiatives.
Innovation and Continuous Improvement
Stay current with emerging trends in instructional design, leadership development, and learning technology, integrating new approaches to keep programs relevant and impactful. Lead pilots of new technologies (e.g., microlearning, AI-enabled tools, mobile learning platforms) and make recommendations for scaling innovations across the organization.
Requirements
BA Required. MA Preferred. 4-6 years of progressive experience in learning and development, instructional design, training delivery, or organizational development, with demonstrated impact on organizational outcomes (Required). 1-3 years of prior experience designing and delivering HR systems training (Workday, UKG, or similar platforms) (Preferred). 1-3 years of experience developing and delivering leadership and professional development programs (Preferred). Proven ability to design and deliver enterprise learning programs that strengthen leadership capability, professional skills, and organizational effectiveness. Expertise in instructional design methodologies and adult learning principles, with experience applying models such as ADDIE, SAM, and Bloom’s Taxonomy to create engaging and measurable programs. Strong facilitation and presentation skills, with demonstrated ability to engage diverse audiences, foster psychological safety, and guide constructive group dynamics at all organizational levels. Proficiency in HR systems training (Workday, UKG, or similar platforms), with experience designing and delivering role-based and organization-wide training to support adoption and system fluency. Demonstrated experience leading and guiding teams, consultants, and project contributors on complex initiatives, ensuring coordination, accountability, and delivery of high-quality outcomes. Strong consulting and advisory skills, with the ability to partner with leaders, HR Business Partners, and stakeholders to identify capability gaps and recommend strategic learning interventions. Experience developing blended, virtual, and eLearning solutions, integrating technology, experiential learning, and evidence-based practices for maximum impact. Strong analytical and evaluation skills, with the ability to measure learning effectiveness, interpret data, and communicate insights and recommendations to leadership. Excellent interpersonal and communication skills, with the ability to build trusted relationships, influence decision-making, and foster collaboration across functions. Strong organizational and project management skills, with the capacity to manage multiple priorities, programs, and stakeholders simultaneously. Knowledge of emerging learning technologies (e.g., LMS, eLearning authoring tools, mobile learning, AI-enabled solutions) and the ability to integrate innovative approaches into learning design and delivery. Commitment to continuous learning and professional development, staying current with trends in instructional design, leadership development, and workforce learning innovation. Professional certifications (e.g., ATD CPTD, Kirkpatrick, ICF, eLearning design, SHRM-CP/SCP) desirable (Preferred). Seniority level
Mid-Senior level Employment type
Full-time Job function
Human Resources Industries
Hospitals and Health Care
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The Learning and Development Program Manager serves as a strategic partner in designing, delivering, and advancing high-impact learning experiences that strengthen Montefiore's workforce across all levels. This role leads the development of enterprise learning solutions that build leadership capability, enhance professional skills, and enable organizational priorities such as culture transformation, engagement, and career mobility. In addition to serving as the lead facilitator for HR systems training (Workday, UKG, and related platforms), the Specialist plays a broader role in shaping learning strategy by consulting with leaders, HR Business Partners, and internal clients to identify capability gaps and recommend targeted interventions. The Specialist also provides oversight and guidance to staff, temporary employees, consultants, and project teams, ensuring alignment, role clarity, and seamless execution of programs and initiatives. Combining instructional design expertise, facilitation excellence, and consultative influence, the Specialist advances Montefiore's mission and VITALS competencies by creating learning solutions that are engaging, evidence-based, and outcomes-driven—ultimately fostering growth, collaboration, and organizational effectiveness. Responsibilities
Program Design and Development
Design, develop, and update learning content (classroom, virtual, and eLearning) using instructional design best practices and adult learning principles. Create facilitator guides, participant materials, job aids, and digital resources that promote knowledge retention, application, and sustained performance. Conduct needs assessments and analyses to ensure content is targeted, relevant, and aligned with organizational strategy and VITALS competencies. Apply instructional design models (e.g., ADDIE, SAM, Bloom’s Taxonomy) to build scalable, engaging programs that address diverse learning needs. Incorporate experiential learning, blended approaches, and emerging technologies to maximize accessibility, inclusion, and impact.
Facilitation and Delivery
Deliver in-person and virtual workshops across leadership, professional skills, orientation, and compliance programming. Serve as a trusted facilitator who creates environments of psychological safety, encourages active engagement, and addresses group dynamics constructively. Provide coaching and “train-the-trainer” sessions to internal facilitators and leaders, strengthening organizational facilitation capacity.
HR Systems Training (Core but Broadened)
Lead the design, development, and delivery of HR systems curricula (Workday, UKG, and related platforms), ensuring employees and managers are proficient and confident in system use. Develop role-based and just-in-time learning solutions, office-hour support sessions, and training resources to promote adoption and minimize disruption. Partner with HR and functional leaders to incorporate system updates, enhancements, or policy changes into learning content and resources. Provide coaching and guidance to internal trainers, building consistency and depth in HR systems learning across the enterprise.
Leadership and Organizational Development
Support leadership development programs and enterprise initiatives that strengthen manager capability, build leadership pipelines, and foster employee growth. Design and deliver learning that supports culture transformation, employee engagement, and organizational effectiveness. Consult with HR Business Partners and leaders to identify organizational capability gaps and recommend targeted, strategic learning interventions.
Evaluation and Measurement
Evaluate learning effectiveness using surveys, focus groups, dashboards, and models such as Kirkpatrick to assess impact at multiple levels. Track participation, completion, and adoption metrics, preparing reports and insights for HR and business leadership. Use data and participant feedback to drive continuous improvement in program design, delivery, and strategy.
Oversight and Guidance
Provide direction, coordination, and support to staff, temporary employees, consultants, and project team members to ensure alignment, clarity of role, and professional execution of responsibilities. Foster collaboration, accountability, and professionalism across diverse contributors, enabling seamless delivery of learning programs, HR systems support, and organizational initiatives.
Innovation and Continuous Improvement
Stay current with emerging trends in instructional design, leadership development, and learning technology, integrating new approaches to keep programs relevant and impactful. Lead pilots of new technologies (e.g., microlearning, AI-enabled tools, mobile learning platforms) and make recommendations for scaling innovations across the organization.
Requirements
BA Required. MA Preferred. 4-6 years of progressive experience in learning and development, instructional design, training delivery, or organizational development, with demonstrated impact on organizational outcomes (Required). 1-3 years of prior experience designing and delivering HR systems training (Workday, UKG, or similar platforms) (Preferred). 1-3 years of experience developing and delivering leadership and professional development programs (Preferred). Proven ability to design and deliver enterprise learning programs that strengthen leadership capability, professional skills, and organizational effectiveness. Expertise in instructional design methodologies and adult learning principles, with experience applying models such as ADDIE, SAM, and Bloom’s Taxonomy to create engaging and measurable programs. Strong facilitation and presentation skills, with demonstrated ability to engage diverse audiences, foster psychological safety, and guide constructive group dynamics at all organizational levels. Proficiency in HR systems training (Workday, UKG, or similar platforms), with experience designing and delivering role-based and organization-wide training to support adoption and system fluency. Demonstrated experience leading and guiding teams, consultants, and project contributors on complex initiatives, ensuring coordination, accountability, and delivery of high-quality outcomes. Strong consulting and advisory skills, with the ability to partner with leaders, HR Business Partners, and stakeholders to identify capability gaps and recommend strategic learning interventions. Experience developing blended, virtual, and eLearning solutions, integrating technology, experiential learning, and evidence-based practices for maximum impact. Strong analytical and evaluation skills, with the ability to measure learning effectiveness, interpret data, and communicate insights and recommendations to leadership. Excellent interpersonal and communication skills, with the ability to build trusted relationships, influence decision-making, and foster collaboration across functions. Strong organizational and project management skills, with the capacity to manage multiple priorities, programs, and stakeholders simultaneously. Knowledge of emerging learning technologies (e.g., LMS, eLearning authoring tools, mobile learning, AI-enabled solutions) and the ability to integrate innovative approaches into learning design and delivery. Commitment to continuous learning and professional development, staying current with trends in instructional design, leadership development, and workforce learning innovation. Professional certifications (e.g., ATD CPTD, Kirkpatrick, ICF, eLearning design, SHRM-CP/SCP) desirable (Preferred). Seniority level
Mid-Senior level Employment type
Full-time Job function
Human Resources Industries
Hospitals and Health Care
#J-18808-Ljbffr