Manager, People Development

Memorial Home Services; Springfield (IL); On-site; USD 180,000 - 230,000; Full time

Job summary

Memorial Health in Springfield, IL seeks a Senior Director of People Development to guide the design, delivery, and continuous improvement of programs that grow leaders and enhance employee performance across the lifecycle.

You will partner with HR and business leaders to translate strategic priorities into scalable solutions, coach a high-performing team, and drive data-informed development aligned with Memorial Health values.

Qualifications

• Bachelor’s degree in human resources, organizational development, education, business or related field required or equivalent experience.
• Professional certification in HR/learning and development or related discipline preferred.
• Five+ years in learning and development, OD, talent management, or HR.
• Experience leading design and delivery of development programs across leadership, onboarding, and performance.
• Experience leading and coaching a team.
• Experience managing cross-functional programs or initiatives.

Responsibilities

• Leads People Development function and establishes priorities, service expectations, and operating practices.
• Coaches and develops People Development professionals.
• Translates organizational priorities into People Development strategies and solutions.
• Serves as a trusted advisor to leaders and HR partners on development and learning needs.
• Leads leadership development programs and experiences for leaders at various levels.
• Identifies critical leadership capabilities and develops solutions for current and future needs.
• Oversees new hire orientation and Day 1 experience to ensure a welcoming introduction to Memorial Health.
• Partners with HR, Talent Acquisition, IT, Facilities to support onboarding and continuous improvement.
• Leads performance management strategy and processes including goal setting and development planning.
• Develops tools, resources, and guidance to strengthen leader effectiveness in performance and development.
• Monitors learning needs and establishes priorities based on business needs.
• Establishes standards for learning design, delivery, and evaluation.
• Identifies effective learning approaches and manages external partners as needed.
• Builds relationships with leaders and stakeholders to deliver People Development solutions.
• Coordinates initiatives across Talent and Culture to align priorities and minimize duplication.
• Establishes meaningful measures of success and uses data to improve programs.

Skills

Strategic thinking

Leadership

People development

Communication

Project management

Change management

Data-driven decisions

Cross-functional collaboration

Education

Bachelor's degree in HR/OD/Business

HR certification (preferred)

Tools

Learning management systems

HR technology

Job description

Leads the People Development function and the design, delivery, and continuous improvement of programs and services that support employee and leader growth throughout the employee lifecycle. Provides leadership and oversight for leadership development, new hire orientation and Day 1, performance management, and learning and development programs. nnPartners with leaders, Human Resources colleagues, and key stakeholders to translate organizational priorities into practical, scalable development solutions that strengthen leadership effectiveness, employee performance, and organizational capability. Provides leadership to the People Development team, establishes priorities and service expectations, and ensures programs are delivered consistently and effectively across Memorial Health.nnCombines strategic thinking, program leadership, operational excellence, and people leadership to create development experiences that are practical, engaging, measurable, and aligned with business needs. Embodies the Memorial Health Values of Safety, Integrity, Quality, and Stewardship that support our mission and vision.n

Education:

• Bachelor’s degree in human resources, Organizational Development, Education, Business or a related field required. In lieu of degree, equivalent related experience will be accepted.

Licensure/Certification/Registry:

• Professional certification in Human Resources, learning and development, organizational development or a related discipline preferred.

Experience:

• Five or more years of progressive experience in learning and development, organizational development, talent management, Human Resources, or a related field required.
• Experience leading the design and delivery of people development programs across areas such as leadership development, performance management, onboarding, and learning required.
• Demonstrated experience leading, coaching, and developing a team required.
• Experience leading complex, cross-functional programs or initiatives required.
• Experience developing leadership capabilities within a complex or multi-business organization preferred.
• Experience with performance management and talent management processes preferred.
• Experience using learning technology, HR technology, or learning management systems preferred.
• Experience measuring program effectiveness and using data to inform decisions and improvements preferred.

Other Knowledge/Skills/Abilities:

• Strong strategic thinking and business acumen with the ability to connect People Development strategies to organizational priorities and business outcomes.
• Demonstrated ability to lead, coach, develop, and motivate high‑performing teams.
• Strong knowledge of leadership development, adult learning, performance management, talent management, and employee development practices.
• Strong project and program management skills with the ability to manage multiple priorities, stakeholders, and competing demands.
• Ability to translate organizational needs and strategy into practical, scalable programs and solutions.
• Strong communication, presentation, and facilitation skills with the ability to effectively engage audiences ranging from frontline employees to senior leaders.
• Demonstrated ability to build strong cross‑functional partnerships, influence stakeholders, and serve as a trusted advisor.
• Strong service orientation with a responsive, collaborative, solutions‑focused, and business‑minded approach.
• Ability to establish clear priorities, roles, expectations, and service standards.
• Ability to use metrics, feedback, and business outcomes to evaluate program effectiveness and drive continuous improvement.
• Demonstrated change leadership skills and the ability to support leaders and employees through organizational change.

• Ability to effectively balance long‑term strategic priorities with day‑to‑day operational needs.

Principle Duties & Responsibilities:

• Leads the People Development function, establishing clear priorities, roles, service expectations, and operating practices that align with organizational priorities.
• Leads, coaches, and develops People Development professionals by establishing clear expectations, providing ongoing feedback, supporting professional growth, and creating a culture of collaboration, accountability, and continuous improvement.
• Translates organizational and business priorities into People Development strategies, programs, and solutions that strengthen leadership effectiveness, employee development, and organizational capability.
• Serves as a trusted advisor to leaders and Human Resources partners on leadership development, employee development, performance management, and learning needs.
• Leads the strategy, design, delivery, and continuous improvement of leadership development programs and experiences for leaders at various levels of the organization.
• Partners with senior leaders and Human Resources partners to identify critical leadership capabilities and development needs and develops solutions to address current and future organizational needs.
• Oversees new hire orientation and the Day 1 experience to ensure employees receive a consistent, welcoming, and effective introduction to Memorial Health, its culture, expectations, resources, and development opportunities.
• Partners with Human Resources, Talent Acquisition, Information Technology, Facilities, and other stakeholders to support an effective onboarding experience and identify opportunities for continuous improvement.
• Leads the organization's performance management strategy and processes, including goal setting, ongoing performance conversations, employee development planning, and annual performance activities.
• Develops tools, resources, education, and guidance that strengthen leader effectiveness in managing performance, providing feedback, promoting accountability, and supporting employee development.
• Oversees the portfolio of employee learning and development programs, assesses organizational learning needs, and establishes priorities based on business and workforce needs.
• Establishes standards for learning design, delivery, facilitation, and evaluation to ensure development programs are relevant, accessible, engaging, consistent, and aligned with organizational needs.
• Identifies and implements effective learning approaches, including technology‐enabled, experiential, facilitator‐led, and self‑directed learning, and manages external learning partners and consultants as appropriate.
• Builds strong relationships with leaders, Human Resources partners, and cross‑functional stakeholders to understand business needs and deliver responsive, practical, and effective People Development solutions.
• Coordinates People Development initiatives across the broader Talent and Culture function and other stakeholders to promote alignment, clarify ownership, and minimize duplication or competing priorities.
• Establishes meaningful measures of success and uses data, participant feedback, stakeholder input, and business outcomes to evaluate effectiveness and continuously improve programs and services.
• Monitors emerging practices and trends in leadership development, performance management, learning, and talent development and recommends new approaches that support organizational goals.
• Performs other related work as required or requested.