Senior Learning and Development Consultant

How you move is why we’re here. ®
Now more than ever.

Get back to what you need and love to do.
The possibilities are endless...

Now more than ever, our guiding principles are helping us in our search for exceptional talent - candidates who align with our unique workplace culture and who want to maximize the abundant opportunities for growth and success.

If this describes you then let’s talk!

HSS is consistently among the top-ranked hospitals for orthopedics and rheumatology by U.S. News & World Report. As a recipient of the Magnet Award for Nursing Excellence, HSS was the first hospital in New York City to receive the distinguished designation. Whether you are early in your career or an expert in your field, you will find HSS an innovative, supportive and inclusive environment.

Working with colleagues who love what they do and are deeply committed to our Mission, you too can be part of our transformation across the enterprise.

Emp Status

Regular Full time

Work Shift

Compensation Range

The base pay scale for this position is $0.00 - $0.00. In addition, this position will be eligible for additional benefits consistent with the role. The salary of the finalist selected for this role will be determined based on various factors, including but not limited to: scope of role, level of experience, education, accomplishments, internal equity, budget, and subject to Fair Market Value evaluation. The hiring range listed is a good faith determination of potential compensation at the time of this job advertisement and may be modified in the future.

What you will be doing

KEY RESPONSIBILITIES

Consulting, needs analysis, and program requirements

• Consult with stakeholders to clarify target audiences, performance needs, operating context and the specific problem an approved program or initiative must address.

• Assess capability gaps using interviews, focus groups, surveys and performance, talent, engagement and Workday skills data, with AI-assisted analysis where appropriate.

• Translate the Director's strategic priorities and sponsor expectations into clear program requirements, target behaviors, stakeholder decisions and inputs for Education Design & Delivery.

• Agree on measurable objectives, business measures and target skills before design begins, and record them in the Learning Design Brief.

Program coordination and curriculum alignment

• Coordinate program content, audiences, sequencing, reinforcement needs and dependencies within the curriculum architecture and portfolio direction established by the Director.

• Develop clear Learning Design Briefs (audience, objectives, business measures, target skills, constraints) for EI's Education Design & Delivery team, and serve as the program owner throughout design and development by coordinating stakeholder access, subject matter input, reviews and timely approvals.

• Flag gaps, overlap, inconsistencies and emerging needs to the Director, and provide evidence and recommendations to inform portfolio and curriculum decisions.

• Work with the Director, Talent Management and the Systems Partner so each program is tagged to skills in Workday and skills movement is reported back to the Director and sponsors.

Content governance and quality review

• Identify and coordinate subject matter experts; review business, leadership and HR content for accuracy, relevance, inclusion and alignment with HSS practices before it moves into design and production.

• Apply the content governance, AI guardrails, review cycles and decision rights established by the Director; document decisions and escalate unresolved quality, privacy, accessibility, bias or healthcare-relevance concerns.

Facilitation and coaching

• Facilitate and co-facilitate Leadership Essentials, Managerial Essentials and front-line and aspiring leader programs, and conduct 360 and assessment debriefs.

• Build and calibrate the per diem facilitator pool with the Director, Leadership Development (the Program Manager schedules them), and provide reinforcement tools and manager toolkits that support application on the job.

Change and adoption

• Build change and adoption plans for each learning product. The Program Manager owns communications, the project plan, RACI and status reporting; you own content and stakeholder decisions.

• Coordinate the involvement of leaders, managers, sponsors and subject matter experts to support participation, reinforcement, and application on the job.

Evaluation and insight

• Measure application on the job and business impact, using dashboards built with the Systems Partner. Report what worked, what did not and what changes next.

• Manage your own projects to scope, timeline and quality.

HOW THIS ROLE IS MEASURED

Business-aligned objectives and target skills set before design on every program; manager-rated behavior change and skills readiness for participants; participant and manager feedback on facilitation; facilitator pool built and calibrated; Learning Design Briefs accepted by EI and approved by sponsors on schedule; stakeholder review cycles met.

Non-Discrimination Policy
Hospital for Special Surgery is committed to providing high quality care and skilled, compassionate, reliable service to our community in a safe and healing environment. Consistent with this commitment, Hospital for Special Surgery provides care, admits, and treats patients and provides all services without regard to age, race, color, creed, ethnicity, religion, national origin, culture, language, physical or mental disability, socioeconomic status, veteran or military status, marital status, sex, sexual orientation, gender identity or expression, or any other basis prohibited by federal, state, or local law or by accreditation standards.