Misericordia Heart of Mercy
Director of Learning and Development
Misericordia Heart of Mercy, Chicago, Illinois, United States, 60290
About Misericordia
Misericordia Heart of Mercy is a home to over 600 children and adults with mild to profound developmental disabilities. We offer a community of care that maximizes potential for persons with mild to profound developmental disabilities, many of whom are also physically challenged, and provide a continuum of care to meet residents’ diverse needs. We value our employees and provide opportunities for growth, generous benefits, competitive pay and a supportive work environment. Position Overview
The Director of Learning and Development is responsible for designing, implementing, and managing comprehensive employee development strategies that foster professional growth, improve performance, and support the mission, vision, and values of the organization. This role provides strategic leadership in building a learning culture, oversees training initiatives, and ensures staff have the tools and skills to thrive in their roles. Key Responsibilities
Strategic Leadership & Talent Development
Develop and execute the organization’s learning and development strategy aligned with business goals and workforce needs. Partner with senior leadership and HR to identify skill gaps and future workforce requirements. Foster a culture of continuous learning, innovation, and professional growth across all departments. Design, implement, and oversee leadership development, onboarding, compliance, technical, and soft‑skills training programs. Evaluate and update training programs to reflect industry best practices, regulatory changes, and effective adult learning principles. Implement modern learning methodologies (e‑learning, blended learning, coaching, mentoring). Align training programs with licensure, accreditation, and regulatory requirements (e.g., HIPAA, OSHA, DHS, IDPH). Serve as a thought leader on staff wellbeing, equity, and trauma‑informed care practices. Staff Development
Oversee staff development initiatives that strengthen employee engagement, retention, and succession planning. Partner with the Staff Development Supervisor to create individualized development plans and career pathways. Facilitate programs to build leadership pipelines and strengthen management effectiveness. Establish key performance indicators (KPIs) to measure training impact, ROI, and learning effectiveness. Use data and feedback to continuously refine L&D and Staff Development strategies and improve outcomes. Design and deliver orientation, annual compliance training, continuing education, and skill‑building programs for direct care, clinical, and administrative staff. Support credentialing and career advancement for frontline workers (e.g., CNAs, DSPs, social workers). Lead initiatives that enhance staff morale, reduce burnout, and promote retention. Team Leadership & Collaboration
Lead, mentor, and develop the L&D team and training staff. Collaborate with department leaders to ensure training initiatives address specific team and organizational needs. Manage vendor relationships and external training partners. Leadership, Talent & Culture Building
Develop leadership programs for supervisors, managers, and emerging leaders focused on inclusive leadership, emotional intelligence, and conflict resolution. Promote a learning culture that values humility and empathy. Coordinate peer mentoring and coaching opportunities. Monitor effectiveness of training programs through feedback surveys, incident data, and performance metrics. Ensure maintenance of all documentation required for audits, licensing, and funding. Performance & ROI
Use metrics, feedback, and business KPIs to assess learning impact and return on investment (ROI). Track employee performance improvements, retention rates, and production quality related to training programs. Regularly report outcomes and insights to executive leadership. Qualifications
Bachelor’s degree in Education, Learning and Development, Human Resources, or related field (Master’s preferred). 5+ years of progressive experience in adult learning and development/training, with at least 3 years in a leadership role. Strong knowledge of adult learning principles, instructional design, and talent management practices. Experience implementing leadership development, succession planning, and competency frameworks. Excellent communication, facilitation, and stakeholder management skills. Proficiency with Learning Management Systems (LMS), e‑learning platforms, and data analytics tools. Core Competencies
Strategic Thinking & Vision Alignment Leadership & Influence Change Management Coaching & Facilitation Skills Data‑Driven Decision‑Making Preferred Attributes
Compassionate leadership style Strong knowledge of state licensing and accreditation standards Experience with high‑turnover environments and strategies for retention Commitment to mission‑driven service delivery Salary Range
$80,000 – $85,000 annually Benefits
Health, vision, and dental insurance 401K matching Paid time off Tuition reimbursement Referral bonus Attendance bonus Growth opportunities throughout the organization Professional training programs offered Referrals to state‑funded child‑care resources
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Misericordia Heart of Mercy is a home to over 600 children and adults with mild to profound developmental disabilities. We offer a community of care that maximizes potential for persons with mild to profound developmental disabilities, many of whom are also physically challenged, and provide a continuum of care to meet residents’ diverse needs. We value our employees and provide opportunities for growth, generous benefits, competitive pay and a supportive work environment. Position Overview
The Director of Learning and Development is responsible for designing, implementing, and managing comprehensive employee development strategies that foster professional growth, improve performance, and support the mission, vision, and values of the organization. This role provides strategic leadership in building a learning culture, oversees training initiatives, and ensures staff have the tools and skills to thrive in their roles. Key Responsibilities
Strategic Leadership & Talent Development
Develop and execute the organization’s learning and development strategy aligned with business goals and workforce needs. Partner with senior leadership and HR to identify skill gaps and future workforce requirements. Foster a culture of continuous learning, innovation, and professional growth across all departments. Design, implement, and oversee leadership development, onboarding, compliance, technical, and soft‑skills training programs. Evaluate and update training programs to reflect industry best practices, regulatory changes, and effective adult learning principles. Implement modern learning methodologies (e‑learning, blended learning, coaching, mentoring). Align training programs with licensure, accreditation, and regulatory requirements (e.g., HIPAA, OSHA, DHS, IDPH). Serve as a thought leader on staff wellbeing, equity, and trauma‑informed care practices. Staff Development
Oversee staff development initiatives that strengthen employee engagement, retention, and succession planning. Partner with the Staff Development Supervisor to create individualized development plans and career pathways. Facilitate programs to build leadership pipelines and strengthen management effectiveness. Establish key performance indicators (KPIs) to measure training impact, ROI, and learning effectiveness. Use data and feedback to continuously refine L&D and Staff Development strategies and improve outcomes. Design and deliver orientation, annual compliance training, continuing education, and skill‑building programs for direct care, clinical, and administrative staff. Support credentialing and career advancement for frontline workers (e.g., CNAs, DSPs, social workers). Lead initiatives that enhance staff morale, reduce burnout, and promote retention. Team Leadership & Collaboration
Lead, mentor, and develop the L&D team and training staff. Collaborate with department leaders to ensure training initiatives address specific team and organizational needs. Manage vendor relationships and external training partners. Leadership, Talent & Culture Building
Develop leadership programs for supervisors, managers, and emerging leaders focused on inclusive leadership, emotional intelligence, and conflict resolution. Promote a learning culture that values humility and empathy. Coordinate peer mentoring and coaching opportunities. Monitor effectiveness of training programs through feedback surveys, incident data, and performance metrics. Ensure maintenance of all documentation required for audits, licensing, and funding. Performance & ROI
Use metrics, feedback, and business KPIs to assess learning impact and return on investment (ROI). Track employee performance improvements, retention rates, and production quality related to training programs. Regularly report outcomes and insights to executive leadership. Qualifications
Bachelor’s degree in Education, Learning and Development, Human Resources, or related field (Master’s preferred). 5+ years of progressive experience in adult learning and development/training, with at least 3 years in a leadership role. Strong knowledge of adult learning principles, instructional design, and talent management practices. Experience implementing leadership development, succession planning, and competency frameworks. Excellent communication, facilitation, and stakeholder management skills. Proficiency with Learning Management Systems (LMS), e‑learning platforms, and data analytics tools. Core Competencies
Strategic Thinking & Vision Alignment Leadership & Influence Change Management Coaching & Facilitation Skills Data‑Driven Decision‑Making Preferred Attributes
Compassionate leadership style Strong knowledge of state licensing and accreditation standards Experience with high‑turnover environments and strategies for retention Commitment to mission‑driven service delivery Salary Range
$80,000 – $85,000 annually Benefits
Health, vision, and dental insurance 401K matching Paid time off Tuition reimbursement Referral bonus Attendance bonus Growth opportunities throughout the organization Professional training programs offered Referrals to state‑funded child‑care resources
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