Senior Manager HR Programs and Leadership Development

Paradigm is an accountable specialty care management organization focused on improving the lives of people with complex injuries and diagnoses. The company has been a pioneer in value-based care since 1991 and has an exceptional track record of generating the very best outcomes for patients, payers, and providers. Deep clinical expertise is the foundation for every part of Paradigm’s business: risk-based clinical solutions, case management, specialty networks, home health, shared decision support, and payment integrity programs.

We’re proud to be recognized—again! For the fourth year in a row, we’ve been certified by Great Place to Work®, and for the third consecutive year, we’ve earned a spot on Fortune's Best Workplaces in Health Care™ list. These honors reflect our unwavering commitment to fostering a positive, inclusive, and employee-centric culture where people thrive.

Watch this short video for a brief introduction to Paradigm.


The Senior Manager of HR Programs & Leadership Development is responsible for designing, delivering, and continuously evolving enterprise wide leadership and professional development programs that strengthen people capability, leadership effectiveness, and organizational readiness across the employee lifecycle, from emerging leaders and new managers to experienced people leaders. This position plays a lead role in creating the content, frameworks, and learning assets that enable leader growth.
This role also oversees several high impact HR programs that shape employee experience and engagement, including Rewards & Recognition, Mentorship and Sponsorship programs, leadership feedback tools, and select HR communications.
DUTIES AND RESPONSIBILITIES:
Leadership & Professional Development
• Lead the strategy, design, and delivery of enterprise leadership and professional development programs focused on:
◦ Soft skills and human centered leadership
◦ Manager effectiveness and people leadership fundamentals
◦ Emerging leader readiness and progression
• Create original leadership development content, including curricula, learning frameworks, facilitator guides, leader toolkits, and participant resources that support program objectives.
• Design and facilitate leadership learning experiences grounded in adult learning principles, including workshops, cohorts, and facilitated sessions.
• Incorporate organizational values and expectations, including accountability, collaboration, and service mindset, into leadership development content and experiences.
• Own and evolve leadership feedback tools, including:
◦ Leadership 360 assessments (multiple annual cycles)
◦ Launch and governance of a Manager 180 feedback survey
• Design and deliver internal professional development for HR team members, aligned to the HR Core Competency Model, with emphasis on consulting skills, influence, business acumen, leadership capability, and effective HR practice.
• Partner with HR Business Partners to identify leadership capability gaps and translate those needs into practical, scalable learning content and experiences.
• Measure program effectiveness using participation data, feedback, and outcome metrics to drive continuous improvement.
Mentorship, Sponsorship & Development Programs
• Provide end to end governance of enterprise Mentorship and Sponsorship programs, including:
◦ Program design, launch cadence, and scalability
◦ Participant experience (intake, matching, communications, closeout)
◦ Platform administration and vendor relationships
• Develop and maintain program content, including participant guides, orientation materials, toolkits, and supporting resources.
• Maintain program frameworks, success metrics, and post cohort evaluations.
Rewards & Recognition Programs
• Provide strategic and operational oversight of Paradigm’s Rewards & Recognition programs.
• Manage annual program cadence, budgets, forecasting, vendor relationships and platform administration.
• Lead recognition-related communications, leader updates, and reporting.
• Ensure recognition programs reinforce company values, performance culture, and engagement.
HR Program Governance & Communications
• Own governance, annual planning, and execution across assigned HR programs.
• Develop clear, high quality program content and communications, including leader toolkits, enterprise messaging, change communications, and program resources.
• Own or contribute to the HR newsletter and select HR communications channels to promote visibility, understanding, and engagement with people programs.
• Maintain program documentation, content libraries, and resources within the HR Hub.
• Partner with Internal Communications and HR