Program Manager Learning and Development Operations and Engagement

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Now more than ever, our guiding principles are helping us in our search for exceptional talent - candidates who align with our unique workplace culture and who want to maximize the abundant opportunities for growth and success.
 
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HSS is consistently among the top-ranked hospitals for orthopedics and rheumatology by U.S. News & World Report. As a recipient of the Magnet Award for Nursing Excellence, HSS was the first hospital in New York City to receive the distinguished designation. Whether you are early in your career or an expert in your field, you will find HSS an innovative, supportive and inclusive environment.

Working with colleagues who love what they do and are deeply committed to our Mission, you too can be part of our transformation across the enterprise.

Emp Status

Regular Full time

Work Shift

Compensation Range

The base pay scale for this position is $73,500.00 - $112,250.00. In addition, this position will be eligible for additional benefits consistent with the role. The salary of the finalist selected for this role will be determined based on various factors, including but not limited to: scope of role, level of experience, education, accomplishments, internal equity, budget, and subject to Fair Market Value evaluation. The hiring range listed is a good faith determination of potential compensation at the time of this job advertisement and may be modified in the future.What you will be doing

Program Manager Learning and Development Operations and Engagement

Hybrid- NYC (3 days)

POSITION SUMMARY

Reporting to the Director, Learning & Systems, with a supporting relationship to the Director, Leadership Development for leadership cohorts, the Program Manager, L&D Operations & Engagement runs the operating rhythm of Talent & Learning. You will own and drive the talent and learning calendar consistent with the rhythm of the enterprise, the follow-up that keeps compliance training on track, the single intake queue for Enterprise Learning Council requests, and the marketing and communications that drive adoption of every enterprise-wide program we launch. You will also own the scorecard that tells leaders whether learning is working and shifting behaviors – this means providing insight beyond the data and recommendations.

This role blends project and program management, learning operations, communications and data insight. It is a builder role: you build the machinery that makes learning happen, not the learning content. It is made for someone who treats learning as a product that must be launched, marketed and measured, and who uses AI and automation to remove manual work. Scheduling and reminders should be automated - your time goes to orchestration, partners and results.

WHAT WE'RE LOOKING FOR IN A PERSON

• Relentlessly organized: keeps many moving parts on track without losing the thread.

• A natural marketer and storyteller - makes people want to take part.

• Analytical: turns program and platform data into clear insight for non-specialists.

• A systems thinker: sees how the calendar, platforms and the talent cycle connect.

• AI and automation minded: looks for the manual step and removes it.

• Service-oriented and calm under pressure: a trusted partner to facilitators, leaders and vendors.

• Accountable: owns outcomes, not just tasks. You do not wait. You find out, respond and get on with it.

KEY RESPONSIBILITIES

Learning calendar and program management

• Own one integrated learning calendar across the three directors' areas, and the project plan, RACI and weekly status for cross-team programs: milestones, dependencies and risks. Content and stakeholder decisions stay with the program owner, for example the Senior L&D Consultant.

• Run the monthly New Employee Orientation and the 30/60/90 and 365-day journey: logistics, communications, the per diem facilitator pool, and participant follow-up.

• Run cohort operations for leadership programs: nominations, mix of clinical and non-clinical participants, scheduling, materials, attendance and follow-up.

• Owns and organizes the facilitator pool with the Director, Leadership Development and the Senior L&D Consultant.

• Coordinate vendors and facilitators, and track program spend against the budget.

• Coordinate the shared calendar with the Educational Institute (EI) so learners see one offer.

Compliance follow-up

• Run the campaigns and follow-up that keep compliance training on schedule, working from data the Systems Partner provides and rules the Director, Learning & Systems sets.

Engagement, marketing and communications

• Build and run the learning communications plan: launches, campaigns and a Learning at HSS brand that makes development visible and easy to join.

• Lead adoption campaigns for LinkedIn Learning and Workday Learning, and for each new program, against agreed usage targets.

• Ensures consistent messaging, tools and ease of access across all applications, systems / platforms both internally and externally

Insight and reporting

• Own the learning scorecard: participation, engagement, completion, skills readiness, and business measures agreed with program owners. Use dashboards built by the Talent & Learning Systems Partner and add the narrative that makes them useful.

• Run post-program surveys and pulse checks, and bring findings to program owners with recommended changes.

Intake and prioritization

• Run the single intake queue for Enterprise Learning Council (ELC), EI and HR requests, triage weekly and escalate trade-offs through the monthly capacity review.

Operational excellence

• Use AI and workflow tools to automate scheduling, reminders, reporting and first drafts of communications, and keep templates, checklists and playbooks current.

HOW THIS ROLE IS MEASURED

On-time delivery of the learning calendar; programs delivered with high participant readiness and attendance – actively helping to drive impact. Ex. LinkedIn Learning penetration targets; compliance completion on schedule; scorecard issued on schedule and used in decisions; hours of manual work removed through automation.

QUALIFICATIONS & EXPERIENCE

• Bachelor's degree in business, human resources, communications, education or a related field.

• 5 years+ of progressive experience in program or project management, learning operations or learning program coordination.

• Demonstrated experience running a portfolio of concurrent programs with vendors and facilitators.

• Experience in marketing, internal communications, or change communications.

• Strong data skills: Excel plus a reporting or visualization tool (Power BI, Ppt) and survey tools such as Qualtrics; ability to turn data into recommendations.

• Experience with a project management tool (for example Monday.com).

• Familiarity with Workday Learning, LinkedIn Learning or another learning platform.

• Practical use of AI and automation tools to improve workflow.

• Healthcare, hospital, or complex, matrixed organization experience preferred not required.

• Project management certification (PMP or equivalent) is a plus.

A FINAL WORD

This is a role for someone who knows that great learning only works when it reaches people at the right time, in the right way. If you take pride in flawless delivery, believe that learning should be marketed like it matters, and want to help build a team with genuine momentum, we would very much like to meet you.

Non-Discrimination Policy
Hospital for Special Surgery is committed to providing high quality care and skilled, compassionate, reliable service to our community in a safe and healing environment. Consistent with this commitment, Hospital for Special Surgery provides care, admits, and treats patients and provides all services without regard to age, race, color, creed, ethnicity, religion, national origin, culture, language, physical or mental disability, socioeconomic status, veteran or military status, marital status, sex, sexual orientation, gender identity or expression, or any other basis prohibited by federal, state, or local law or by accreditation standards.