L&D Program Manager (Core Manager Development)

%

of time

(To be completed by Supervisor)

• Stakeholder Engagement & Intake: Partner with UCSF business leaders, department heads, and HR Business Partners to conduct structured client intake sessions, identifying key operational pain points and strategic capability gaps across core management tiers.
• Needs Assessment & Diagnosis: Design and analyze diagnostic tools—including surveys, focus groups, manager competency assessments, and performance data—to identify foundational leadership mindsets, behaviors, and skill requirements unique to UCSF.
• Core Manager Strategy: Translate diagnostic findings into a comprehensive, multi-tiered core manager development strategy aligned with UCSF’s PRIDE values, strategic vision, and healthcare/academic mission.

• Instructional Design & Architecture: Build scalable, modern, and inclusive manager development curricula from scratch using adult learning principles, blended learning modalities, and experiential learning models (e.g., 70:20:10).
• Behavioral & Mindset Alignment: Craft learning journeys that explicitly target essential manager mindsets (e.g., psychological safety, growth mindset, inclusive leadership) alongside practical management skills (e.g., performance coaching, delegation, feedback, conflict resolution, compliance).
• Toolkit & Resource Development: Develop practical manager toolkits, job aids, case studies, and post-session application guides to ensure seamless transfer of learning to day-to-day operations.

• Interactive Facilitation: Lead and facilitate high-impact cohort experiences, interactive workshops, peer coaching circles, and executive speaker panels in both virtual and classroom-based formats.
• End-to-End Program Management: Manage program operations, including cohort scheduling, participant enrollment, learning management system (LMS) administration, vendor and guest speaker coordination, and participant communications.
• Community & Peer Learning: Foster vibrant manager learning communities and peer-support networks across cohort tracks to sustain ongoing leadership dialogue and cross-functional collaboration.

• Impact Measurement Framework: Establish robust measurement and evaluation frameworks (e.g., Kirkpatrick Model) to track participant engagement, learning adoption, behavior change, and business impact over time.
• Data Analysis & Reporting: Collect, synthesize, and report qualitative and quantitative metrics to leadership, using participant feedback and 360-degree evaluation data to demonstrate program ROI and identify opportunities for optimization.
• Iterative Refinement: Continuously update and refresh core manager content, case studies, and delivery methods based on emerging leadership research, UCSF organizational shifts, and participant data.

• Socialize and promote the Core Manager Development curricula across UCSF through the most effective means possible – internal media channels, newsletters, team meetings, etc.

• Bachelor’s degree in Organizational Development, Adult Education, Industrial/Organizational Psychology, Human Resources, or a related field; or an equivalent combination of education and experience.
• 5+ years directly related experience in executive facilitation and leadership development.
• End-to-End L&D Expertise: Proven track record of building and launching leadership or manager development programs from zero-to-one in a complex, matrixed environment (higher education or healthcare experience strongly preferred).
• Consultative & Diagnostic Capability: Strong client-facing intake and organizational diagnostic skills, with the ability to ask probing questions, identify root-cause skill gaps, and translate business needs into targeted learning solutions.
• Facilitation Skills: Exceptional group facilitation, presentation, and coaching skills, with demonstrated ability to engage diverse audiences, manage group dynamics, and foster psychological safety.
• Instructional Design: Deep knowledge of adult learning theory, curriculum mapping, behavioral change models, and instructional design frameworks.
• Data-Driven & Analytical Mindset: Ability to define key performance indicators (KPIs), analyze qualitative/quantitative evaluation metrics, and articulate program value to executive stakeholders.
• Collaboration & Stakeholder Management: Outstanding interpersonal skills with a proven capacity to build trust, influence without authority and collaborate effectively with HRBPs, faculty, clinical leaders, and staff across all levels.

• Coaching: ICF Associate Certified Coach (ACC), Professional Certified Coach (PCC), or equivalent recognized coaching credential.
• Learning & Development: Certified Professional in Talent Development (CPTD), Associate Professional in Talent Development (APTD), or Senior Professional in Human Resources (SPHR/SHRM-SCP).
• Advanced degree in Organizational Development, Adult Learning, HRD, or Business Administration (MBA).