Leadership Development Program Manager Job New York New York USA,Management

Location: New York

Freedom Care is a healthcare company that has been dedicated to revolutionizing the home care industry since 2016. We support our patients by ensuring they havethe power to chooseacaregiver who will care for them in the comfort of their own homes.

Our missionspanscoast to coast, supporting patients across the U.S.

We pride ourselves on our values which drive the level of care that we deliver to our patients:

Here For You (An attitude of service, empathy, and availability)
Own It (Drive and ownership)
Do the Right Thing (High integrity)
Be Positive (Great attitude and a can-do positive approach to challenges)

Join our team and make a positive impact on the lives of others! We are looking for a Leadership Development Program Manager__for our Business Optimization team.

This role is remote with potential travel to our main office in NY and/or the Freedom Care hub closest to you.

Department &

Position Overview:

Freedom Careis at an inflection point. Our leaders have scaled the organization by navigating ambiguity,operating with limited structure, and collaborating across functions. As Freedom Care continues to grow, we are making a deliberate investment in ensuring our leaders are ascapable of scaling the business as they havebeenbuilding it.

The Leadership Development Program Manager will build the enterpriseframeworkthat makes this possible. The mandate is not simply to create more training. Theinitialpriority will be to strengthen leadership capability across existing levels, from Team Leads through senior leadership, andembedleadershipdevelopmentacross theleaderlifecycle, fromselectionthrough advancement.

The broader opportunity is to create an adaptable system that can also support individual contributors preparing to lead for the firsttime.

This role will define apracticalleadership philosophy rooted in accountability, sound judgment, cross-functional partnership,and operational excellence.

This is an opportunity for an experienced leadership development professional to build arobustenterprise capability from the ground up.

Success in this role requires earning credibility with senior and operational leaders,translatingbusinessprioritiesinto practical leadership solutions that improve performance.

Within the first year, thisrolewillestablishthe operating system that shapes how leaders are selected,developed,and prepared for greater responsibility across

Freedom

Care.

Responsibilities and Scope:

Own leadership capability strategy and roadmap, translating business priorities into clear ownership, sequencedinvestmentsand measurable outcomes.
Establish the fact base. Assess current leadership expectations, onboarding, development practices, talent data, business performance, and existing resources;identify the capability gaps that matter most and recommend where

Freedom

Care should build, buy, adapt, or stop.
Create Freedom Care ’sleadership philosophy and competency model, defining observable behaviors and differentiated expectations based on leadership scope and complexity.
Architect one connected leadership lifecycle with TA, L&TD, and PBPs;aligning leadershipsuccessprofiles and selection, onboarding, manager development, performance, coaching, succession, and internal mobility around shared expectations.
Set the enterprise standard for leadership onboarding and core management practices, creating a consistent minimum experience while making departmental variation intentional rather than accidental.
Build practical development pathways for each leadership population. Anchor development inreal business challenges, repeated practice, feedback, coaching, and application in the flow of work; use formal training only when it is the right solution.
Own the portfolio from concept through scale, including pilots, priorities, governance, budget, vendors, technology, communications, adoption, and the decision to expand, redesign, orretireaprogramoffering.
Create executive governance and sponsorship for leadership capability. Clarify decision rights, bring forward evidence-based recommendations, and enlist leaders to model, reinforce, and teach the expectations they set.
Earn adoption with operational leaders by co-designing solutions around their business realities, embedding tools into existing operating rhythms, minimizing friction, anddemonstratingvalue quickly.
Build the measurement system for leadership effectiveness. Set baselines and targets, connect talent indicators to relevant business outcomes, publish a clear scorecard, and use the evidence to redirect…