Learning and Development Partner

HHAeXchange is the leading technology platform for home and community-based care. Founded in 2008, HHAeXchange was born out of an idea to create a fully comprehensive end-to-end homecare solution to help people who are aging or have disabilities thrive in their homes and communities. Our employees are passionate about transforming the healthcare space by building the only homecare ecosystem that fully connects patients, personal care providers, managed care organizations, and states.

The Learning & Development Partner drives organization-wide learning strategy for HHAeXchange by curating, implementing, and measuring development programs that accelerate employee effectiveness at every career stage. This role takes an AI-first approach—leveraging artificial intelligence tools and existing high-quality content libraries rather than building curriculum from scratch—to deliver scalable, high-impact learning experiences across a fast-growing healthcare technology organization.

The L&D Partner owns three core pillars: general employee onboarding (partnering closely with the Customer Experience team to define where onboarding ends and revenue-focused Enablement begins), management and leadership development (including ownership of HHAeXchange’s management development program, Lead Well), and emerging development needs across the business. This role serves as the connective tissue between People & Culture and the CX/Enablement function, ensuring content is shared, approaches are aligned, and the employee experience is seamless from Day 1 through career progression.

This is a hybrid position, with an expectation to report to the NYC office 3 days/week (typically Tues/Wed/Thurs).

To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily with or without reasonable accommodations. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Leverage AI tools (e.g., content generation, adaptive learning platforms, analytics) to curate, personalize, and scale learning programs across the organization rather than developing all content from scratch.
• Continuously evaluate and integrate emerging AI capabilities, third‑party content libraries, and digital learning platforms to maximize reach and minimize time‑to‑competency.
• Build an internal framework for when to curate versus create, ensuring quality and brand alignment across all learning experiences.

• Own the enterprise-wide onboarding experience for all new hires, ensuring a consistent, engaging, and efficient first 90 days.
• Partner with the Customer Experience/Enablement team to define clear handoff points: where general onboarding ends and role‑specific Enablement begins for revenue‑focused positions (Sales, Customer Success, Implementation).
• Design and maintain shared onboarding content with CX/Enablement to eliminate duplication and ensure message consistency.
• Measure onboarding effectiveness through time‑to‑productivity metrics, new hire satisfaction surveys, and manager feedback loops.

• Own and evolve the Lead Well program—HHAeXchange’s management development initiative—ensuring it reflects current leadership skills and business priorities.
• Design development pathways for new managers, experienced people leaders, and high‑potential individual contributors preparing for leadership roles.
• Facilitate learning sessions (live and virtual) and curate self‑paced content to support continuous management growth.

• Conduct learning needs analyses across departments and translate findings into targeted development plans and develop annual learning roadmaps that support organizational growth, leadership readiness and future skill requirements.
• Partner with HRBPs and business leaders to identify workforce capability gaps and prioritize development initiatives aligned to business strategy.
• Serve as the primary L&D liaison to the Customer Experience team, maintaining a regular cadence of alignment on content,…