Dana-Farber Cancer Institute
Senior Manager Learning & Development
Dana-Farber Cancer Institute, Boston, Massachusetts, us, 02298
The Senior Manager of Learning and Development is responsible for designing, developing and delivering learning programs and experiences that enhance the performance of the talented people the Dana-Farber Cancer Institute needs to fulfill its mission.
Reporting to the Vice President for Talent Management and HR Services, you will lead a team of approximately 3 full-time professionals in a learning and talent management center of expertise.
Your role will involve working with HR colleagues, senior leaders, and stakeholders to identify learning needs, design learning experiences, and drive learning initiatives to help employees build critical skills and behaviors in their roles. This position requires a strategic mindset and a deep understanding of best practices in workplace learning and performance.
Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.
Learning Strategy:
Conduct and update regular needs assessments to identify the learning and development opportunities for staff working across the organization in clinical, research, administrative, and operational roles. Develop and implement a comprehensive learning and development strategy that aligns with Dana-Farber’s institutional goals and objectives. Evaluate/assess current programs and adjust as needed to ensure continuous improvement.
Learning and Development Programs:
Lead a team Design, implement, and evaluate learning and development programs that address skill gaps and professional development needs across all levels of the organization. Create a comprehensive learning roadmap incorporating various methodologies such as classroom training, e-learning, coaching, mentoring, on-the-job learning and developmental assignments.
Develop and curate a portfolio of learning programs for employees that may be custom-developed by your team and other subject matter experts at Dana-Farber or may be obtained from commercial or healthcare industry content providers. Ensure that they are accessible through Dana-Farber’s learning management system (LMS) and in-person offerings.
Create and implement leadership development programs to enhance the capabilities of current and future leaders. Collaborate with talent management colleagues and executive stakeholders to identify leadership competencies, design development programs, and provide learning opportunities to high-potentials.
Instructional Design/Development:
Provide oversight and support to learning team related to curriculum and instructional design services, including online multimedia development using industry-leading authoring tools. Create course materials, working in partnership with identified SMEs.
Learning Management System Administration:
Responsible overall effectiveness of the LMS, acting as a subject matter expert and source of support for learning content creators and local administrators. Provide documentation and training for “Tier 1 and 2” helpdesk and service center resources so they can effectively support end users (learners) with user permissions, access issues and basic trouble-shooting.
Learning Analytics:
Utilize data and analytics to measure the effectiveness of talent development and learning initiatives. Use data effectively to make decisions, identify trends, and address learning gaps.
Learning Governance:
Convene major content and learning providers at Dana-Farber to set policy and practice for how the compliance, policy, technical, functional, managerial, and job-related learning needs of the community will be met, and how the shared learning management system will be administered and used.
Stakeholder and Change Management:
Collaborate with key stakeholders, including senior leaders, managers, and HR business partners, to understand the learning needs of the workforce. Demonstrate proficiency in managing change, growth, and uncertainty; balance the need for change and innovation with the desire to provide stability; navigate resistance and setbacks; and anticipate and overcome barriers.
Team Management:
Manage and mentor a team of learning and development professionals. Motivate and enable the team to meet goals, adopt innovative approaches and technology, and provide excellent service. Create and sustain a psychologically safe team environment where all can thrive. Demonstrate and nurture solution- and team-orientation.
SUPERVISORY RESPONSIBILITIES:
Lead a team of approximately 3 full-time professionals in a learning and talent management center of expertise.
Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, Instructional Design, Human/Workplace Performance Improvement, or related field (Master's degree preferred)
Seven plus years of talent development and learning experience, and demonstrated success in providing HR services in a large, complex organization (10K+ employees)
Preferably in sectors such as higher education, academic medicine, research, health care, biomedical/pharma, research, or government or in management consulting to organizations in these sectors
Preferably, at least 3 years in a supervisory role
Knowledge of adult learning theory and various workplace learning modalities, including e-learning and instructor-led training.
Hands-on experience and strong proficiency in an enterprise-scale Learning Management System (HealthStream preferred).
KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:
Proven track record of designing and implementing successful workplace learning and development programs that contribute to the attainment of organizational goals and objectives
Strong knowledge learning and development best practices.
Demonstrated ability to design and implement effective learning programs using various methodologies.
Excellent leadership and interpersonal skills, with the ability to build relationships and influence stakeholders.
Strong project management skills, managing multiple initiatives and priorities simultaneously.
Excellent communication and presentation skills, effectively conveying complex information.
Familiarity with talent acquisition and onboarding processes and practices.
Proficiency in HR software and learning management systems.
At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are equally committed to diversifying our faculty and staff. Cancer knows no boundaries and when it comes to hiring the most dedicated and diverse professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.
Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.
EEOC Poster
Reporting to the Vice President for Talent Management and HR Services, you will lead a team of approximately 3 full-time professionals in a learning and talent management center of expertise.
Your role will involve working with HR colleagues, senior leaders, and stakeholders to identify learning needs, design learning experiences, and drive learning initiatives to help employees build critical skills and behaviors in their roles. This position requires a strategic mindset and a deep understanding of best practices in workplace learning and performance.
Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.
Learning Strategy:
Conduct and update regular needs assessments to identify the learning and development opportunities for staff working across the organization in clinical, research, administrative, and operational roles. Develop and implement a comprehensive learning and development strategy that aligns with Dana-Farber’s institutional goals and objectives. Evaluate/assess current programs and adjust as needed to ensure continuous improvement.
Learning and Development Programs:
Lead a team Design, implement, and evaluate learning and development programs that address skill gaps and professional development needs across all levels of the organization. Create a comprehensive learning roadmap incorporating various methodologies such as classroom training, e-learning, coaching, mentoring, on-the-job learning and developmental assignments.
Develop and curate a portfolio of learning programs for employees that may be custom-developed by your team and other subject matter experts at Dana-Farber or may be obtained from commercial or healthcare industry content providers. Ensure that they are accessible through Dana-Farber’s learning management system (LMS) and in-person offerings.
Create and implement leadership development programs to enhance the capabilities of current and future leaders. Collaborate with talent management colleagues and executive stakeholders to identify leadership competencies, design development programs, and provide learning opportunities to high-potentials.
Instructional Design/Development:
Provide oversight and support to learning team related to curriculum and instructional design services, including online multimedia development using industry-leading authoring tools. Create course materials, working in partnership with identified SMEs.
Learning Management System Administration:
Responsible overall effectiveness of the LMS, acting as a subject matter expert and source of support for learning content creators and local administrators. Provide documentation and training for “Tier 1 and 2” helpdesk and service center resources so they can effectively support end users (learners) with user permissions, access issues and basic trouble-shooting.
Learning Analytics:
Utilize data and analytics to measure the effectiveness of talent development and learning initiatives. Use data effectively to make decisions, identify trends, and address learning gaps.
Learning Governance:
Convene major content and learning providers at Dana-Farber to set policy and practice for how the compliance, policy, technical, functional, managerial, and job-related learning needs of the community will be met, and how the shared learning management system will be administered and used.
Stakeholder and Change Management:
Collaborate with key stakeholders, including senior leaders, managers, and HR business partners, to understand the learning needs of the workforce. Demonstrate proficiency in managing change, growth, and uncertainty; balance the need for change and innovation with the desire to provide stability; navigate resistance and setbacks; and anticipate and overcome barriers.
Team Management:
Manage and mentor a team of learning and development professionals. Motivate and enable the team to meet goals, adopt innovative approaches and technology, and provide excellent service. Create and sustain a psychologically safe team environment where all can thrive. Demonstrate and nurture solution- and team-orientation.
SUPERVISORY RESPONSIBILITIES:
Lead a team of approximately 3 full-time professionals in a learning and talent management center of expertise.
Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, Instructional Design, Human/Workplace Performance Improvement, or related field (Master's degree preferred)
Seven plus years of talent development and learning experience, and demonstrated success in providing HR services in a large, complex organization (10K+ employees)
Preferably in sectors such as higher education, academic medicine, research, health care, biomedical/pharma, research, or government or in management consulting to organizations in these sectors
Preferably, at least 3 years in a supervisory role
Knowledge of adult learning theory and various workplace learning modalities, including e-learning and instructor-led training.
Hands-on experience and strong proficiency in an enterprise-scale Learning Management System (HealthStream preferred).
KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:
Proven track record of designing and implementing successful workplace learning and development programs that contribute to the attainment of organizational goals and objectives
Strong knowledge learning and development best practices.
Demonstrated ability to design and implement effective learning programs using various methodologies.
Excellent leadership and interpersonal skills, with the ability to build relationships and influence stakeholders.
Strong project management skills, managing multiple initiatives and priorities simultaneously.
Excellent communication and presentation skills, effectively conveying complex information.
Familiarity with talent acquisition and onboarding processes and practices.
Proficiency in HR software and learning management systems.
At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are equally committed to diversifying our faculty and staff. Cancer knows no boundaries and when it comes to hiring the most dedicated and diverse professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.
Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.
EEOC Poster