Director Learning and Development - (Renton, WA, Irvine, CA OR Portland, OR)

Role summary

Director Learning and Development - (Renton, WA, Irvine, CA OR Portland, OR) is a full-time role at Providence in Renton, Washington, United States (hybrid). Posted 2026-08-17. Experience level: 10+.

Job title

Director Learning and Development - (Renton, WA, Irvine, CA OR Portland, OR)

Company

Providence

Location

Renton, Washington, United States

Work arrangement

hybrid

Employment type

full-time

Category

Healthcare Support

Experience level

10+

Date posted

2026-08-17

Job description

Calling All Esteemed Leaders! Are you passionate about developing caregivers and leaders who advance excellence across a complex healthcare organization? Do you thrive at the intersection of leadership development, workforce readiness, talent strategy, and organizational effectiveness? If so, we invite you to explore this opportunity with Providence.

The Role

The Director of Learning and Development – Caregiver and Leader Development is responsible for shaping and advancing Providence's enterprise development strategy for caregivers and core leaders. This role leads the integrated programs and development pathways that build the skills, mindsets, and leadership capabilities needed for today's operational priorities and the future of healthcare.

This leader oversees a team of Talent Consultants and Program Managers who design, deliver, and continually evolve caregiver and leader development programs across Providence. The portfolio includes the Providence Leadership Academy; leader onboarding and transition support, leadership development programs, mentorship, high-potential development, succession readiness, and targeted manager-level training that strengthens high-performing leaders and teams.

The Director partners with operational leaders, HR, Talent Management, Workforce Development, Learning, Mission, Clinical Education, Finance, HRIS, and other Centers of Excellence to create a simple, human-centered development model. This model connects leadership capability, skill development, career growth, performance, productivity, engagement, and succession readiness, while aligning to Providence's Mission, Values, strategic priorities, leadership expectations, and future workforce needs.

What You’ll Do

Strategy and Integrated Development Model

Develop and implement a comprehensive caregiver and leader development strategy aligned to Providence's Mission, Values, Promise, strategic priorities, and evolving healthcare workforce needs.

Create an integrated development model that connects onboarding, leadership academies, mentorship, coaching, assessments, high-potential development, succession readiness, career growth, and skills needed for current and future roles.

Partner with senior leaders, HR, Talent Management, Talent Acquisition, Workforce Development, Learning, Mission, Clinical Education, Finance, Technology, and operational stakeholders to align priorities, reduce duplication, and translate enterprise needs into scalable development solutions.

Providence Leadership Academy and Leader Pathways

Provide strategic oversight for the Providence Leadership Academy as a central development resource for leaders across the organization.

Ensure offerings are clear, accessible, well-sequenced, and aligned to leader level, role expectations, leadership competencies, operational priorities, and career progression.

Oversee programs supporting new and transitioning leaders, aspiring leaders, frontline and mid-level leaders, nurse leaders, physician and APP leaders, and other key leadership populations as identified .

Caregiver, Leader, and Manager Capability Building

Lead development experiences that support caregivers and leaders as they enter new roles, transition into leadership, or prepare for expanded responsibilities.

Support practical, role-relevant manager development in productivity, systems adoption, operational management, performance conversations, team effectiveness, stakeholder management, and leadership routines.

Use formal learning, practice-based experiences, coaching, mentoring, peer connection, and just-in-time resources to meet leaders where they are and support application in real work.

Talent Pipeline, Mentorship, and Succession Readiness

Partner with Talent Management, Talent Acquisition and HR leaders to align development programs with talent review, succession readiness, high-potential development, internal mobility, and future leadership pipeline needs.

Oversee mentorship, leader labs, practice sessions, and cohort-based experiences that build confidence, capability, connection, self-awareness, and leader accountability.

Human-Centered Design and Development Experience

Design caregiver and leader development experiences that are simple, intuitive, accessible, inclusive, relevant, and easy to navigate.

Clarify what development is available, when it is most relevant, who it supports, and how it connects to skills, career growth, leadership effectiveness, and advancement.

Measurement, Partnerships, and Team Leadership

Establish a data-informed measurement strategy to evaluate reach, quality, relevance, skill acquisition, behavior change, business impact, return on learning, conversion and continuous improvement opportunities.

Build trusted relationships with executives, operational leaders, HR partners, Talent team, Mission, Clinical Education, Finance, technology partners, and other Centers of Excellence to align priorities and strengthen execution.

Lead, coach, and develop a high-performing team of Talent Consultants and Program Managers; set direction, align priorities, manage resources and budgets, and create an engaged team environment focused on impact and stewardship.

What You’ll Bring

Education & Credentials

Bachelor's Degree in Leadership, OD, HR, or related field.

Master's Degree in Leadership, OD, HR, or related field (preferred).

Experience & Expertise

10 or more years as a senior-level learning and talent management leader with specialized mastery in leadership development programs, learning curriculum design and delivery, talent management, organization development and performance management.

8 years of experience working in large organizations (50,000+), recognized for developing leaders.