Director of Learning, Development and Engagement

Description

Director of Learning, Development and Engagement
People and Culture Department
Rochester, NY Hybrid in New York State Only
FULL-TIME [Exempt] : 40 hours per week
 

Coordinated Care Services Inc (CCSI) seeks a talented Director of Learning, Development, and Engagement to contribute their expertise in providing essential business services to our provider organizations and customers. The Director of Learning, Development, and Engagement at CCSI plays a vital role in advancing the organization’s commitment to fostering a supportive, trauma-informed environment. As an integral member of the People and Culture team, this role works with the Chief People and Culture Officer, leading the design and implementation of a Learning and Development strategy that encourages reflection, growth, and community engagement. This includes enhancing the employee onboarding experience, strengthening supervisor development and training, and offering elective learning opportunities. The Director of Learning, Development, and Engagement will contribute to building systems for coaching, mentoring, individualized development planning, and supporting the continued growth of CCSI employees across diverse roles.

The Director of Learning, Development, and Engagement fosters creativity and collaboration to develop learning programs that support employee success. Recognizing that learning is a communal process, the Director of Learning, Development, and Engagement will also contribute to employee engagement initiatives, working to cultivate a connected and inclusive employee community in a geographically dispersed workforce, in partnership with the People and Culture team.

Responsibilities

Learning and Development

• Strategic Learning Design: Collaborate with the Chief People and Culture Officer to create and implement a learning and development strategy that supports CCSI’s strategic goals, promotes organizational growth, and develops future-ready employees.
• Data-Informed Decision Making: Implement evaluation frameworks to measure the impact of learning initiatives, track key performance indicators (KPIs), and optimize programs based on employee performance metrics, engagement surveys, and data analytics.
• Onboarding and Supervisor Development: Redesign the employee onboarding experience and develop comprehensive supervisor training programs, including a cohort-based Supervisor Academy and leadership development initiatives to support long-term workforce planning.
• Change Management Support: Lead efforts to design learning programs that help employees adapt to organizational changes, new technologies, and evolving processes, ensuring smooth transitions and resilience in the workforce.
• Innovative Learning Solutions: Explore and implement innovative learning technologies (e.g., AI-driven learning tools, mobile learning, gamification) to enhance employee experience and support continuous development.
• Learning Management System Administration: Partner in establishing and maintaining an internal Learning Management System (LMS), managing content in collaboration with a virtual training provider to support learning needs, track progress, and ensure up-to-date resources.

Employee Engagement 

• Foster a Connected Workforce: Leverage existing and new technologies to create virtual connectivity among employees and foster a strong sense of community across the organization’s dispersed workforce.
• Engagement Initiatives: Design and implement both large-scale and small-scale employee engagement programs, including virtual games, team-building events, and physical gatherings, to support organizational growth, learning, and collaboration.
• Wellbeing Integration: Collaborate with Benefits and Wellness to develop engagement initiatives that promote employee well-being and work-life balance, integrating mental health and wellness support into employee engagement and learning programs.
• DEIB Integration: Collaborate with DEIB area to ensure that learning and engagement programs are inclusive and foster a culture of belonging, supporting the diverse needs of all employees.

Strategic Workforce Planning

• Employee Development and Succession Planning: Establish a process for employees to create development plans that chart a Learning & Development pathway and prep