You know the difference between a leadership program that changes how people manage and one that just fills a calendar.

If you’ve spent years building and running leadership development that actually sticks, this is worth a look. A nationally ranked pediatric health system in North Texas is adding a newly created Manager of Learning & Development role to lead their facilitator team and drive the leadership development portfolio. You’d be joining an established function with real programs and real reach — reporting to a Sr. Director who thinks deeply about this work — with the scope and executive visibility to make a genuine impact. Supporting a mission this meaningful doesn’t come along in every role.

What you’d be doing

Leading a team of leadership facilitators — daily operations, hiring, onboarding, coaching, and performance management to build a capable and scalable delivery team.
Managing the leadership development portfolio end to end — keeping programs aligned to the CPO’s people priorities, maintaining high standards for all learning materials, and continuously refining based on evaluation data, feedback, and performance metrics.
Identifying and managing vendor and tool partnerships — sourcing and implementing the right assessments, external curricula, and AI-enabled learning solutions; managing those relationships and ensuring financial investments are sound and budgeted.
Partnering with the Sr. Director on measurement strategy — helping define how success gets measured, piloting new learning methods including personalized journeys and AI-enabled solutions, so leadership development shows up in business outcomes, not just completion rates.
Collaborating across the broader HR function — close day-to-day partnership with Instructional Design, the Talent team, and HR Business Partners to make sure leadership programs connect to succession, talent reviews, and what the business actually needs.

What you bring

6+ years in leadership development and program implementation.
3+ years designing and delivering leadership development curriculum.
A track record of building and leading high-performing teams.
Comfort with measurement — evaluation data, performance metrics, the whole loop.
A bachelor’s degree in Education, Instructional Design, Organizational Development, HR, or Business.
Graduate work in Organizational Development or Organizational Behavior is a plus.
Certification in leadership facilitation tools (Franklin Covey, DDI, or similar) is a plus.
Healthcare or complex regulated industry experience is a plus.

Why this one is worth a conversation

A newly created role with real reach. You’d be stepping into an established function and a newly created seat with genuine scope — room to shape how the work gets done, not just maintain what’s already there.
Executive sponsorship that’s real. This work has visibility and backing from the CPO down. Your programs will be seen and felt.
Based in DFW, working hybrid. This role is hybrid and requires you to live in the Dallas–Fort Worth area. You’ll have flexibility in your schedule with regular time in the office.
A mission that’s hard to argue with. Healthcare, including pediatric care, across North Texas.
Competitive total rewards. Competitive base salary, full benefits, retirement match, and generous PTO.

If this sounds like the right next step, or you’d simply like to learn more, we’d love to hear from you- apply now.

We are an equal opportunity employer who values diversity. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided with reasonable accommodation to participate in the job application or interview process, to perform crucial job functions, and to receive other benefits and privileges of employment.

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