What are the responsibilities and job description for the Director, Learning and Development (2026-0972) position at Valley Medical Center & Clinics?
Job Title: Director, Learning and Development
Req: 2026-0972
Location: VMC Main Campus
Department: Human Resources
Shift: Days
Type: Full Time
FTE: 1
Hours:
City State: Renton, WA
Category Management
Salary Range: Min $164,249 - Max $246,373/annual DOE
Job Description:
JOB DESCRIPTION
The position description is a guide to the critical duties and essential functions of the job, not an all-inclusive list of responsibilities, qualifications, physical demands, and work environment conditions. Position descriptions are reviewed and revised to meet the changing needs of the organization.
TITLE: Director, Learning and Development
JOB OVERVIEW: The Director, Learning and Development provides strategic leadership for Valley Medical Center and Clinics' (VMCC) approach to learning, skill development, and workforce capability through learning, engagement, and performance management. This role leads the MyLearning governance structure and translates organizational strategy, enterprise priorities, workforce needs and identified capability gaps into prioritized learning and development initiatives. The Director oversees the enterprise learning portfolio and Learning Management System (LMS), leads day-to-day execution and portfolio management, and establishes accountability for key milestones and outcomes. The Director promotes a culture of continuous learning and ensures learning investments strengthen proficiency, workforce capability, and organizational performance while preserving appropriate clinical, operational, and subject matter ownership across the organization.
DEPARTMENT: Human Resources
WORK HOURS: Monday through Friday as needed to meet business needs.
REPORTS TO: SVP, Chief People and Experience Officer
Prerequisites:
Bachelor's degree in Organizational Development, Human Resources, Education, Business Administration, Healthcare Administration, or related field required. Master's degree preferred.
Minimum of Eight (8) years of progressively responsible experience in learning and development, organizational development, talent development, workforce capability, or related field, including at least five (5) years of leadership experience, required.
Healthcare Experience Strongly Preferred.
Demonstrated experience leading learning professionals, teams, and/or significant cross-functional enterprise initiatives.
Experience designing and implementing learning or workforce development initiatives across a complex, multi-site organization.
Qualifications:
Demonstrated knowledge of adult learning, organizational development, leadership development, instructional design, facilitation, performance consulting, and manager development.
Strong business acumen and demonstrated ability to connect learning and development strategies to organizational priorities, workforce needs, and operational outcomes.
Demonstrated ability to establish and lead governance structures involving multiple disciplines, stakeholders, and levels of leadership.
Ability to facilitate complex decision-making, synthesize competing perspectives, and establish clear decision rights, accountability, and escalation pathways.
Demonstrated ability to influence and achieve results across organizational boundaries without direct reporting authority.
Experience managing an enterprise portfolio of learning initiatives, including prioritization, resource allocation, project oversight, and measurement of outcomes.
Experience with learning management systems, learning technology, analytics, reporting, and vendor relationships.
Excellent executive-level communication, facilitation, presentation, and stakeholder-management skills.
Ability to translate strategy into disciplined execution, establish priorities, and hold teams accountable for milestones and outcomes.
Demonstrated ability to lead organizational change and build alignment in a complex environment.
Unique Physical/Mental Demands, Environment And Working Conditions:
Requires prolonged periods of sitting and prolonged exposure to computer monitor and keyboarding. Requires planning, organizing, and working on multiple tasks at one time. Requires the ability to work effectively with all levels of staff and management team members.
Performance Responsibilities:
Generic Job Functions: See Generic Job Description for Director
Essential Responsibilities And Competencies:
Provide strategic leadership and day-to-day oversight for enterprise learning operations, the MyLearning strategy and roadmap, the enterprise learning portfolio, and the Learning Management System (LMS), ensuring alignment with organizational priorities and workforce capability needs.
Supervise the LMS Administrator and Organizational Development Partner, including hiring, onboarding, coaching, performance management, development, work prioritization, and accountability for assigned goals and deliverables.
Lead and continuously mature the MyLearning governance operating model, including the Executive Committee, Enterprise Council, domain councils, and MyLearning Hub; establish clear charters, roles, decision rights, meeting cadence, working processes, and accountability across the governance structure.
Conduct organizational and capability assessments in partnership with key stakeholders to identify learning needs and gaps, challenge assumptions that training is always the appropriate solution, and distinguish regulatory, operational, role-based, leadership, and developmental learning needs from process, technology, staffing, or other organizational issues.
Translate organizational strategy, enterprise goals and measures, workforce needs, and community priorities into learning and workforce capability priorities with defined outcomes and measures of success.
Manage and prioritize the enterprise learning portfolio by evaluating strategic importance, regulatory and operational risk, resources, budgets, timelines, organizational readiness, expected outcomes, and opportunities to reduce duplication or competing priorities.
Exercise delegated decision authority for enterprise learning, including approving or rejecting initiatives within established authority, allocating resources within approved budgets, enforcing learning standards and lifecycle requirements, and escalating decisions requiring executive resolution.
Provide functional leadership to cross-functional teams, councils, subject matter experts, educators, and other learning resources. Establish clear ownership, milestones, deliverables, and accountability for enterprise learning initiatives.
Oversee the New Employee Orientation (NEO) process and content, including program design, scheduling, delivery, presenter coordination, content review, and ongoing improvement; partner with subject matter experts to ensure a consistent introduction to Valley's mission, culture, expectations, and resources and coordinate the transition to department and role-specific onboarding.
Oversee the enterprise Employee Engagement program, including survey planning and administration, results analysis and communication, leader support for action planning, and monitoring of follow-through and outcomes; use findings to guide learning, leadership development, and organizational improvement priorities.
Serve as the central hub for enterprise Performance Management, collaborating with Human Resources and other leaders to coordinate the annual performance review process, tools, communications, and leader education. Translate review outcomes into individual development plans and shared learning priorities, coordinate follow-through, and monitor development outcomes while leaders retain responsibility for employee evaluations, performance expectations, and coaching.
Design, enable, and oversee innovative learning, leadership development, and workforce capability initiatives aligned with organizational strategy and identified skill needs, leveraging appropriate learning modalities and technologies to improve effectiveness, accessibility, and learner experience.
Shape and oversee the ongoing optimization of the enterprise LMS and related learning technology, ensuring system design, workflows, assignments, reporting, user experience, and technology decisions remain aligned with MyLearning governance and enterprise learning strategy.
Partner with clinical, operational, compliance, technology, Human Resources, Communications, and other leaders to preserve appropriate subject matter and operational ownership while ensuring enterprise learning standards, regulatory requirements, and cross-functional dependencies are addressed.
Establish and maintain consistent enterprise learning processes and standards across the learning lifecycle, including intake, prioritization, approval, instructional design and content review, deployment, assignments, documentation, communications, reporting, and escalation pathways.
Define and oversee measures of learning effectiveness and enterprise reporting, progressing beyond participation and completion measures to evaluate proficiency, workforce capability, adoption, and organizational outcomes; use results to identify improvement opportunities and drive corrective action through the appropriate governance structure.
Serve as the primary liaison to the Accountable Learning Executive and MyLearning Executive Committee, providing portfolio visibility, recommendations, decision support, performance reporting, and timely escalation of risks, barriers, material investments, and enterprise trade-offs.
Foster a culture of continuous learning, development, and knowledge sharing while strengthening Valley's enterprise learning operating model, leveraging organizational expertise, reducing unnecessary duplication, and optimizing learning resources and investments.
Created: 10/5/2026
Revised
Grade: NC-16
FLSA: E
Cost Center: 8650
Qualifications:
Job Qualifications:
Demonstrated knowledge of adult learning, organizational development, leadership development, instructional design, facilitation, performance consulting, and manager development.
Strong business acumen and demonstrated ability to connect learning and development strategies to organizational priorities, workforce needs, and operational outcomes.
Demonstrated ability to establish and lead governance structures involving multiple disciplines, stakeholders, and levels of leadership.
Ability to facilitate complex decision-making, synthesize competing perspectives, and establish clear decision rights, accountability, and escalation pathways.
Demonstrated ability to influence and achieve results across organizational boundaries without direct reporting authority.
Experience managing an enterprise portfolio of learning initiatives, including prioritization, resource allocation, project oversight, and measurement of outcomes.
Experience with learning management systems, learning technology, analytics, reporting, and vendor relationships.
Excellent executive-level communication, facilitation, presentation, and stakeholder-management skills.
Ability to translate strategy into disciplined execution, establish priorities, and hold teams accountable for milestones and outcomes.
Demonstrated ability to lead organizational change and build alignment in a complex environment.
Req: 2026-0972
Location: VMC Main Campus
Department: Human Resources
Shift: Days
Type: Full Time
FTE: 1
Hours:
City State: Renton, WA
Category Management
Salary Range: Min $164,249 - Max $246,373/annual DOE
Job Description:
JOB DESCRIPTION
The position description is a guide to the critical duties and essential functions of the job, not an all-inclusive list of responsibilities, qualifications, physical demands, and work environment conditions. Position descriptions are reviewed and revised to meet the changing needs of the organization.
TITLE: Director, Learning and Development
JOB OVERVIEW: The Director, Learning and Development provides strategic leadership for Valley Medical Center and Clinics' (VMCC) approach to learning, skill development, and workforce capability through learning, engagement, and performance management. This role leads the MyLearning governance structure and translates organizational strategy, enterprise priorities, workforce needs and identified capability gaps into prioritized learning and development initiatives. The Director oversees the enterprise learning portfolio and Learning Management System (LMS), leads day-to-day execution and portfolio management, and establishes accountability for key milestones and outcomes. The Director promotes a culture of continuous learning and ensures learning investments strengthen proficiency, workforce capability, and organizational performance while preserving appropriate clinical, operational, and subject matter ownership across the organization.
DEPARTMENT: Human Resources
WORK HOURS: Monday through Friday as needed to meet business needs.
REPORTS TO: SVP, Chief People and Experience Officer
Prerequisites:
Bachelor's degree in Organizational Development, Human Resources, Education, Business Administration, Healthcare Administration, or related field required. Master's degree preferred.
Minimum of Eight (8) years of progressively responsible experience in learning and development, organizational development, talent development, workforce capability, or related field, including at least five (5) years of leadership experience, required.
Healthcare Experience Strongly Preferred.
Demonstrated experience leading learning professionals, teams, and/or significant cross-functional enterprise initiatives.
Experience designing and implementing learning or workforce development initiatives across a complex, multi-site organization.
Qualifications:
Demonstrated knowledge of adult learning, organizational development, leadership development, instructional design, facilitation, performance consulting, and manager development.
Strong business acumen and demonstrated ability to connect learning and development strategies to organizational priorities, workforce needs, and operational outcomes.
Demonstrated ability to establish and lead governance structures involving multiple disciplines, stakeholders, and levels of leadership.
Ability to facilitate complex decision-making, synthesize competing perspectives, and establish clear decision rights, accountability, and escalation pathways.
Demonstrated ability to influence and achieve results across organizational boundaries without direct reporting authority.
Experience managing an enterprise portfolio of learning initiatives, including prioritization, resource allocation, project oversight, and measurement of outcomes.
Experience with learning management systems, learning technology, analytics, reporting, and vendor relationships.
Excellent executive-level communication, facilitation, presentation, and stakeholder-management skills.
Ability to translate strategy into disciplined execution, establish priorities, and hold teams accountable for milestones and outcomes.
Demonstrated ability to lead organizational change and build alignment in a complex environment.
Unique Physical/Mental Demands, Environment And Working Conditions:
Requires prolonged periods of sitting and prolonged exposure to computer monitor and keyboarding. Requires planning, organizing, and working on multiple tasks at one time. Requires the ability to work effectively with all levels of staff and management team members.
Performance Responsibilities:
Generic Job Functions: See Generic Job Description for Director
Essential Responsibilities And Competencies:
Provide strategic leadership and day-to-day oversight for enterprise learning operations, the MyLearning strategy and roadmap, the enterprise learning portfolio, and the Learning Management System (LMS), ensuring alignment with organizational priorities and workforce capability needs.
Supervise the LMS Administrator and Organizational Development Partner, including hiring, onboarding, coaching, performance management, development, work prioritization, and accountability for assigned goals and deliverables.
Lead and continuously mature the MyLearning governance operating model, including the Executive Committee, Enterprise Council, domain councils, and MyLearning Hub; establish clear charters, roles, decision rights, meeting cadence, working processes, and accountability across the governance structure.
Conduct organizational and capability assessments in partnership with key stakeholders to identify learning needs and gaps, challenge assumptions that training is always the appropriate solution, and distinguish regulatory, operational, role-based, leadership, and developmental learning needs from process, technology, staffing, or other organizational issues.
Translate organizational strategy, enterprise goals and measures, workforce needs, and community priorities into learning and workforce capability priorities with defined outcomes and measures of success.
Manage and prioritize the enterprise learning portfolio by evaluating strategic importance, regulatory and operational risk, resources, budgets, timelines, organizational readiness, expected outcomes, and opportunities to reduce duplication or competing priorities.
Exercise delegated decision authority for enterprise learning, including approving or rejecting initiatives within established authority, allocating resources within approved budgets, enforcing learning standards and lifecycle requirements, and escalating decisions requiring executive resolution.
Provide functional leadership to cross-functional teams, councils, subject matter experts, educators, and other learning resources. Establish clear ownership, milestones, deliverables, and accountability for enterprise learning initiatives.
Oversee the New Employee Orientation (NEO) process and content, including program design, scheduling, delivery, presenter coordination, content review, and ongoing improvement; partner with subject matter experts to ensure a consistent introduction to Valley's mission, culture, expectations, and resources and coordinate the transition to department and role-specific onboarding.
Oversee the enterprise Employee Engagement program, including survey planning and administration, results analysis and communication, leader support for action planning, and monitoring of follow-through and outcomes; use findings to guide learning, leadership development, and organizational improvement priorities.
Serve as the central hub for enterprise Performance Management, collaborating with Human Resources and other leaders to coordinate the annual performance review process, tools, communications, and leader education. Translate review outcomes into individual development plans and shared learning priorities, coordinate follow-through, and monitor development outcomes while leaders retain responsibility for employee evaluations, performance expectations, and coaching.
Design, enable, and oversee innovative learning, leadership development, and workforce capability initiatives aligned with organizational strategy and identified skill needs, leveraging appropriate learning modalities and technologies to improve effectiveness, accessibility, and learner experience.
Shape and oversee the ongoing optimization of the enterprise LMS and related learning technology, ensuring system design, workflows, assignments, reporting, user experience, and technology decisions remain aligned with MyLearning governance and enterprise learning strategy.
Partner with clinical, operational, compliance, technology, Human Resources, Communications, and other leaders to preserve appropriate subject matter and operational ownership while ensuring enterprise learning standards, regulatory requirements, and cross-functional dependencies are addressed.
Establish and maintain consistent enterprise learning processes and standards across the learning lifecycle, including intake, prioritization, approval, instructional design and content review, deployment, assignments, documentation, communications, reporting, and escalation pathways.
Define and oversee measures of learning effectiveness and enterprise reporting, progressing beyond participation and completion measures to evaluate proficiency, workforce capability, adoption, and organizational outcomes; use results to identify improvement opportunities and drive corrective action through the appropriate governance structure.
Serve as the primary liaison to the Accountable Learning Executive and MyLearning Executive Committee, providing portfolio visibility, recommendations, decision support, performance reporting, and timely escalation of risks, barriers, material investments, and enterprise trade-offs.
Foster a culture of continuous learning, development, and knowledge sharing while strengthening Valley's enterprise learning operating model, leveraging organizational expertise, reducing unnecessary duplication, and optimizing learning resources and investments.
Created: 10/5/2026
Revised
Grade: NC-16
FLSA: E
Cost Center: 8650
Qualifications:
Job Qualifications:
Demonstrated knowledge of adult learning, organizational development, leadership development, instructional design, facilitation, performance consulting, and manager development.
Strong business acumen and demonstrated ability to connect learning and development strategies to organizational priorities, workforce needs, and operational outcomes.
Demonstrated ability to establish and lead governance structures involving multiple disciplines, stakeholders, and levels of leadership.
Ability to facilitate complex decision-making, synthesize competing perspectives, and establish clear decision rights, accountability, and escalation pathways.
Demonstrated ability to influence and achieve results across organizational boundaries without direct reporting authority.
Experience managing an enterprise portfolio of learning initiatives, including prioritization, resource allocation, project oversight, and measurement of outcomes.
Experience with learning management systems, learning technology, analytics, reporting, and vendor relationships.
Excellent executive-level communication, facilitation, presentation, and stakeholder-management skills.
Ability to translate strategy into disciplined execution, establish priorities, and hold teams accountable for milestones and outcomes.
Demonstrated ability to lead organizational change and build alignment in a complex environment.
Salary : $164,249 - $246,373