L&D Program Manager (Core Manager Development)

Job  Summary:

The Learning & Leadership Development Program Manager (Core Manager Development) is responsible for architecting, executing and scaling UCSF’s core manager development programs. Reporting to the Director of Learning & Leadership Development, this role serves as a strategic L&D partner and program owner, working directly with campus and health system leadership, HR Business Partners, and client groups to cultivate the essential mindsets, behaviors, and skills needed for successful managerial leadership at UCSF.

This position oversees the entire program lifecycle: leading stakeholder intake, conducting diagnostic needs assessments, designing engaging evidence-based curricula, facilitating cohort-based learning, and measuring long-term organizational impact. By blending strategic consulting, instructional design, dynamic facilitation, and data-driven evaluation, the Program Manager ensures that UCSF managers are fully equipped to lead high-performing, inclusive teams and navigate organizational complexity.ning results.

Department:

The Learning and Leadership Development team is part of UCSF’s Human Resources function. UCSF HR has a mission of attracting, developing and retaining outstanding and diverse people with a vision of being a strategic and trusted partner empowering the UCSF Health community to leverage their talents. Human Resources is committed to providing an outstanding customer experience, leading workforce strategies, creating an engaging environment focused on continuous improvement for the HR team, and demonstrating value to the organization.

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Key Responsibilities

(To be completed by Supervisor)

Client Intake, Diagnosis and Program Strategy

• Stakeholder Engagement & Intake: Partner with UCSF business leaders, department heads, and HR Business Partners to conduct structured client intake sessions, identifying key operational pain points and strategic capability gaps across core management tiers.
• Needs Assessment & Diagnosis: Design and analyze diagnostic tools—including surveys, focus groups, manager competency assessments, and performance data—to identify foundational leadership mindsets, behaviors, and skill requirements unique to UCSF.
• Core Manager Strategy: Translate diagnostic findings into a comprehensive, multi-tiered core manager development strategy aligned with UCSF’s PRIDE values, strategic vision, and healthcare/academic mission.

Curriculum Design & Capability Development

• Instructional Design & Architecture: Build scalable, modern, and inclusive manager development curricula from scratch using adult learning principles, blended learning modalities, and experiential learning models (e.g., 70:20:10).

• Behavioral & Mindset Alignment: Craft learning journeys that explicitly target essential manager mindsets (e.g., psychological safety, growth mindset, inclusive leadership) alongside practical management skills (e.g., performance coaching, delegation, feedback, conflict resolution, compliance).

• Toolkit & Resource Development: Develop practical manager toolkits, job aids, case studies, and post-session application guides to ensure seamless transfer of learning to day-to-day operations.

Program Delivery, Facilitation & Logistics

• Interactive Facilitation: Lead and facilitate high-impact cohort experiences, interactive workshops, peer coaching circles, and executive speaker panels in both virtual and classroom-based formats.

• End-to-End Program Management: Manage program operations, including cohort scheduling, participant enrollment, learning management system (LMS) administration, vendor and guest speaker coordination, and participant communications.

• Community & Peer Learning: Foster vibrant manager learning communities and peer-support networks across cohort tracks to sustain ongoing leadership dialogue and cross-functional collaboration.

Measurement, Evaluation & Continuous Improvement

• Impact Measurement Framework: Establish robust measurement and evaluation frameworks (e.g., Kirkpatrick Model) to track participant engagement, learning adoption, behavior change, and business impact over time.
• Data Analysis & Reporting: Collect, synthesize, and report qualitative and quantitative metrics to leadership, using participant feedback and 360-degree evaluation data to demonstrate program ROI and identify opportunities for optimization.
• Iterative Refinement: Continuously update and refresh core manager content, case studies, and delivery methods based on emerging leadership research, UCSF organizational shifts, and participant data.

Communication & Engagement

• Socialize and promote the Core Manager Development curricula across UCSF through the most effective means possible – internal media channels, newsletters, team meetings, etc.

Required:

• Bachelor’s degree in Organizational Development, Adult Education, Industrial/Organizational Psychology, Human Resources, or a related field; or an equivalent combination of education and experience.
• 5+ years directly related experience in executive facilitation and leadership development.
• End-to-End L&D Expertise: Proven track record of building and launching leadership or manager development programs from zero-to-one in a complex, matrixed environment (higher education or healthcare experience strongly preferred).
• Consultative & Diagnostic Capability: Strong client-facing intake and organizational diagnostic skills, with the ability to ask probing questions, identify root-cause skill gaps, and translate business needs into targeted learning solutions.
• Facilitation Skills: Exceptional group facilitation, presentation, and coaching skills, with demonstrated ability to engage diverse audiences, manage group dynamics, and foster psychological safety.
• Instructional Design: Deep knowledge of adult learning theory, curriculum mapping, behavioral change models, and instructional design frameworks.
• Data-Driven & Analytical Mindset: Ability to define key performance indicators (KPIs), analyze qualitative/quantitative evaluation metrics, and articulate program value to executive stakeholders.
• Collaboration & Stakeholder Management: Outstanding interpersonal skills with a proven capacity to build trust, influence without authority and collaborate effectively with HRBPs, faculty, clinical leaders, and staff across all levels.

Preferred:

• Coaching: ICF Associate Certified Coach (ACC), Professional Certified Coach (PCC), or equivalent recognized coaching credential.
• Learning & Development: Certified Professional in Talent Development (CPTD), Associate Professional in Talent Development (APTD), or Senior Professional in Human Resources (SPHR/SHRM-SCP).
• Advanced degree in Organizational Development, Adult Learning, HRD, or Business Administration (MBA).