Chief Learning Officer (Remote)

ESSENTIAL POSITION PURPOSE

The Chief Learning Officer (CLO) is responsible for system-wide development and on-going management and implementation of Providence’s Learning strategies, initiatives, policies and practices, and programs, all aimed at building organization capability in achieving a competitive advantage through its robust pipeline and the maximization of caregiver effectiveness and efficiency. In this role, the Chief Learning Officer must partner effectively with Providence’s senior leadership team to ensure alignment with the changing competitive landscape and Providence’s strategic direction and key workforce outcomes, focusing on developing the capability of our entire workforce.

The Chief Learning Officer will partner across Human Resources and the organization to create and implement comprehensive training plans that cover everything from onboarding new staff to providing updated training on new technologies and methodologies. The Chief Learning Officer must be intimately familiar with what different levels of staff need to know and when they need to know it—as well as what obstacles staff may face and how to resolve those challenges. The position disseminates knowledge and information to the learner through technology, social media, and in person. The Chief Learning Officer is responsible for bringing it all in, at, or under budget.

The Chief Learning Officer will work with Communications, all areas of Human Resources, clinical leaders, and operational leaders to promote Providence’s brand as an organization that develops capability and talent in the workforce to enact the organization’s people strategy.

This role is remote with preferred locations being within the Providence footprint (Seattle, Portland, SoCal, etc.).
 

KEY WORKING RELATIONSHIPS

The position reports to the GVP, Insights, Staffing, & Optimization and must establish and maintain effective working relationships with staff at all levels in Providence Strategic and Management Services (PSMS), as well as with other Providence staff, vendors and agents, and others. Key colleagues will include senior leaders in Diversity, Equity, & Inclusion, People Strategy & Solutions, Talent Acquisition, Workforce Insights, Compensation, Field Human Resources, and Operational Service & Delivery. Key customers include System Shared Services executives.

KEY POSITION ACCOUNTABILITIES 

• Understands the organization’s people strategy and key outcomes.
• Partners with leaders across the organization to formulate a multi-pronged “Buy/Build” set of strategies and tactics, focused on the capabilities needed to drive business strategy.
• Uses Providence’s competencies to effectively develop all caregivers through the application of multi-modal development methods and experiences aimed at the workforce of tomorrow, ultimately improving organizational capability.
• Establishes and maintains a Learning evaluation system in cooperation with internal and external providers/vendors to evaluate the effectiveness of program outcomes and to implement enhancements as needed.
• Works with Workforce Insights to develop and dashboards highlighting key learning metrics (e.g., learning penetration levels, behavior change, pipeline retention, program efficiency, learning effectiveness, etc.) to ensure that investments are delivering against identified organizational outcomes.
• Works with leaders across the organization to promote Providence’s brand as an organization that develops its workforce.
• Ongoing familiarity with best practices and networks with key external CLO leaders to stay on the cutting edge of the Learning and Development and Career Development disciplines.
• Creates relationships with all key executives and build trust and credibility within the organization.

ESSENTIAL POSITION COMPETENCIES AND REQUIREMENTS

Background and Experience

• At least 7 years as a senior-level talent management and learning leader (CLO preferred) over multi-location and multi-geographical (multi-state preferred) locations, with at least 5 years of experience at companies with 50,000 employees.
• Master’s degree in leadership, HR, or an equivalent focus is preferred.
• Experience working in large organizations, recognized for developing talent & contributing best practices in the learning space.
• Experience designing and implementing innovative enterprise-level talent management and learning programs.
• Demonstrated ability to lead through influence across geography and culture.
• Ability to measure and articulate key talent outcomes that impact the business.
• Experience building high performance teams and leading through others to implement major solutions, requiring ownership, buy-in, and support.
• Experience in leading within a matrixed environm