Director Learning and Development Renton, WA, Irvine, CA OR Portland

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 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.

• 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.

• 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.

• 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.

• 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.

• Design caregiver…