Organizational Learning and Development Manager / Director

Socket.dev; Harrisonburg (VA); On-site; USD 40,000 - 50,000; Part time

Benefits offered by this job

Health Insurance

403(b) retirement plan with match

PTO

Short-Term Disability

Long-Term Disability

Tuition Reimbursement

Referral Bonus

EAP

Job summary

VMRC is seeking a Manager, Organizational Learning and Development to lead staff development, education design, and leadership programming across campus. This role partners with the Senior Director of Culture and Belonging to plan, coordinate, and deliver training that drives resident-focused, organizational outcomes.

The position requires a Master’s in a related field, plus 5–7 years of progressive DL experience.

Qualifications

• Master's degree in Education, HR, Communications, Organizational Development, or related field expected.
• Bachelor's degree with equivalent experience may be considered.
• Minimum 5–7 years of progressive experience in organizational and staff development; leadership experience preferred.

Responsibilities

• Directs needs assessments to align staff development with VMRC goals.
• Creates annual learning plans aligned with business objectives.
• Coaches leaders in adult education techniques and engagement.
• Coordinates All Staff Learning Series and Level Up leadership programs.
• Manages external vendors and internal presenters for training sessions.
• Maintains six-month learning calendar and ROI tracking.

Skills

Adult learning theory

Educational program design

Vendor management

Leadership

Communication skills

Curriculum development

Change management

Team collaboration

Education

Master's degree in Education/HR/Organizational Development

Bachelor's degree (considered)

Tools

Microsoft Office

AV equipment

Job description

Description

Commitment To Inclusive Excellence

At VMRC, we identify a 'cultural fit' as a community member demonstrating our shared values and commitment to fostering an inclusive, purpose-driven workplace. We seek candidates who align with our service, justice, peacebuilding, and stewardship values while bringing diverse perspectives that enrich our collective work.

We assess candidates through structured, bias-conscious interview questions, exploring how they have lived these values in their professional and personal experiences.

POSITION SUMMARY:

• This position leads organizational and staff development initiatives for VMRC. In this capacity, this position advises VMRC’s leadership and facilitates educational programs and services across campus. Plans, develops, integrates, and administers staff development programs for service lines and associated employees. Responsible for providing educational opportunities aligned to achieve strategic business goals and operational objectives. This position will support the candidate sourcing process to attract, onboard, and retain qualified and diverse employees and will actively support the facilitation of VMRC’s monthly New Employee Orientations (NEO). This position reports directly to the Senior Director of Culture and Belonging and supports execution of the All Staff Learning Series and Level Up (Leadership) Learning Series, partnering with the Senior Director, internal VMRC presenters, and approved external learning consultants to plan, coordinate, and deliver programming.

BENEFITS:

• Benefit-eligible employees are eligible for benefits on date of hire!
• Positions scheduled 60+ hours per pay period (every 2 weeks) are eligible for all benefits; positions scheduled 40-59 hours per pay period are eligible for most benefits except medical insurance.
• Health Care insurance with prescription drug coverage (when averaging 30+ hours per week)
• Dental & Vision insurance
• 403(b) retirement plan with company match of up to 5% after 1 year employment
• Generous Personal Time Off with cash-in options (Full-Time employees earn over 230 PTO hours in the first year of employment)
• Short-Term Disability - company paid for FT staff
• Supplemental Long-Term Disability
• Discounted membership to on-site Wellness Center
• Company paid Life Insurance
• Supplemental Life Insurance coverage
• Flexible Spending Account- includes a company contribution
• Tuition Reimbursement and Scholarship Opportunities
• Referral Bonus
• Employee Meal Discount
• Healthy You program and Recognizing, Assisting and Rewarding Employees (RARE) committee.
• Employee Assistance Program (EAP) -company paid

ADDITIONAL DETAILS:

• Compensation is based on previous work experience and qualifications.
• Relocation reimbursement is not available.
• Fully on-site position.

Requirements

As a condition of employment, VMRC requires all employees to be fully vaccinated for COVID-19. If selected for a pending job offer, the candidate will be required to receive the COVID-19 vaccination(s) or provide proof of prior COVID-19 vaccination(s) before the date of hire. VMRC is a drug-free community - we have and will continue to comply with all federal and state laws. If selected for a pending job offer, the candidate will be required to satisfactorily pass a background check and drug screen during the pre-employment screening process.

Classification & Compensation

Master's- Director, Organizational Learning and Development

Bachelor's- Manager, Organizational Learning and Development

Scope of Role:

Master's: Owns the strategic direction of VMRC’s learning function; sets the annual learning plan; holds final decision-making authority on curriculum, vendor selection, and program design in partnership with the Senior Director of Culture and Belonging.

Bachelor's: Executes and coordinates the learning function’s day-to-day operations, scheduling, and vendor logistics under the Senior Director of Culture and Belonging.

Employment Status:

Master's: Full-time, Exempt

Bachelor's: Part-time, Exempt; 30–32 hours per week to start. Hours may be reassessed and increased based on organizational need and demonstrated initiative in the role.

Pay Range:

Pay Range: Ranges reflect a blend of national and Virginia market data for organizational learning and development roles, scaled to reflect VMRC’s nonprofit senior living setting and the Harrisonburg, VA labor market, and are benchmarked against VMRC’s existing compensation structure. Final placement within the range, and final title and grade assignment, will be determined by Human Resources based on the selected candidate’s education, years and relevance of experience, and demonstrated qualifications relative to the criteria above.

Masters- $75,000–$95,000 annually (full-time equivalent)

Bachelor's- $50,000–$62,000 annually, full-time equivalent; prorated to actual scheduled hours (approx. $29–$36/hour)

Education & Experience

• Master’s degree in Education, Human Resources, Communications, Organizational Development, or a related field is expected.
• A Bachelor’s degree with equivalent, progressively responsible experience may be considered
• Minimum of 5–7 years of progressive experience in organizational and staff development, including prior leadership or supervisory experience. Demonstrated experience managing vendor/consultant relationships and multi-department program strategy preferred.
• Bachelor's degree considered; minimum of 3 years of experience in organizational and staff development. Prior leadership experience is a plus but not required.

Required Functions

• Knowledge of and ability to incorporate adult learning theory into daily practice (motivational theory/employee motivation, etc.).
• Demonstrated experience managing organizational change through strategically planned and designed educational programs.
• Knowledge of and ability to incorporate training transfer theories into training practice.
• Ability to use multiple and varied training methodologies to meet the training needs of staff.
• Ability to write or modify curriculum/course content to meet VMRC’s unique organizational needs.
• Experience coordinating with external training vendors, consultants, or guest presenters is a plus.
• Competency with web-based training, computer setup, and other audiovisual equipment is required.
• Must demonstrate strong leadership and excellent communication skills.
• Must possess the ability to learn quickly and adapt to new industry standards and training.
• Must possess a command of the English language, both written and spoken. Proven ability to work effectively both independently and in a team-based environment.
• Must possess the ability to supervise, coordinate, and effectively lead the activities of others.
• Must be able to work effectively with leadership, the service line team, staff, residents, vendors, and community members.
• Must possess computer experience with familiarity with the Microsoft Office suite (Word, Excel, PowerPoint, and Outlook).
• Must be able to effectively communicate orally, in writing, and through presentations.
• Must have the ability to understand and carry out oral and written assignments and to perform the duties listed in this job description with limited supervision.
• Must be a proactive self-starter and initiator who identifies needs and drives work forward independently.
• Self-motivated, highly organized, flexible, and able to accommodate changing priorities.
• Must have a pleasant personality, enjoy working with people, have good manners, and be able to deal tactfully with others.

A. Essential Functions – Planning, Coordination & Educational Design

1. Directs all needs assessments to identify and integrate staff development activities that support the effectiveness of employee performance in achieving the goals and objectives of VMRC.

2. Creates an annual learning plan to ensure alignment with business objectives and job roles while addressing both organizational and individual perspectives.

3. Determines the best learning methodologies for training programs.

4. Develops and coordinates all VMRC education using internal and/or external resources.

5. Identifies and incorporates evidence-based, best practice, and “lessons learned” into educational program plans.

6. Consults with service line leaders to determine education needs, develop plans for each budget year, and coordinate all plans with the Senior Director of Culture and Belonging.

7. Coaches VMRC leaders to understand adult education, techniques, and methods needed to support the development and engagement of each employee, further enabling the organization to be proactive as employer of choice and provide quality resident services.

8. Coordinates campus-wide training schedules.

9. Provides consultative services to all employees regarding their development plan. Functions in a liaison capacity to problem solve between supervisors and employees as needed.

10. Completes a VMRC comprehensive staff development plan defining all compliance training, strategic training, and any employee electives as well as an overarching VMRC education philosophy.

11. Supports the planning, coordination, and execution of the All Staff Learning Series and Level Up (Leadership) Learning Series, ensuring content aligns with organizational goals and the strategic direction set by the Senior Director of Culture and Belonging.

12. Coordinates with approved external learning consultants and internal VMRC presenters to develop and deliver training sessions for the All Staff Learning Series and Level Up Learning Series, including scheduling planning meetings (via Teams or on campus), confirming session schedules, and maintaining a rolling six-month learning calendar in collaboration with the Senior Director of Culture and Belonging.

13. Actively assesses current processes, procedures, and programs; develops and implements more effective methods.

14. Effectively and efficiently completes projects as assigned.

15. Assists with special Human Resources-related projects.

B. Essential Functions – Data Analysis & Recordkeeping

1. Tracks all VMRC education for State and Federal regulatory compliance and corporate reporting.

2. Tracks all VMRC Exit Surveys and key metrics.

3. Develops tools to evaluate educational program effectiveness, including pre-and post-testing.

4. Develops, tracks, and reports Return on Investment (ROI) data.

5. Manages VMRC centralized education expenditures within budget, including external consultant and vendor engagements.

6. Develops and maintains computer files of training resources.

C. Talent Acquisition

a. Supports the candidate sourcing process to attract, onboard, and retain qualified and diverse employees.

b. Assists with building a candidate talent pool based on the company’s hiring needs/priorities to ensure that we are meeting future workforce needs.

c. Supports the facilitation of weekly/monthly New Hire Orientations.

d. Effectively manages all company social media platforms, job postings, new employee welcome, company events, etc. to ensure that employer branding is front and center for all candidates.

e. Tracks key monthly metrics: number of open positions, new employees hired, employees terminated, time to start, time to fill, Exit Interviews completed, etc.

D. Leadership

1. Builds Effective Relationships

a. This leader makes people feel like they are valued and important to the success of the organization.

b. This leader offers positive recognition for a job well done.

c. This leader seems to care for people on a personal level.

d. This leader encourages the growth and development of others.

e. This leader manages his or her own emotions well.

2. Performance

a. This leader sets performance goals for himself/herself and reaches them (accountability).

b. This leader is passionate and enthusiastic about his / his own work.

c. This leader demonstrates high personal energy levels (commitment, drive, initiative, tenacity, and persistence).

d. This leader is focused on the resident’s well-being and quality of life.

e. This leader actively demonstrates the organization’s mission, vision, and values.

3. Leads Change

a. This leader is not satisfied with the status quo and will continuously assess strategies to do things more effectively and efficiently, and is willing to take risks and experiment.

b. This leader is an agent of change in the organization.

c. This leader is open to solving old problems in new ways.

d. This leader welcomes diverse points of view.

e. This leader encourages creativity and innovation.

E. General

1. Complies with all VMRC and departmental policies & guidelines in a conscientious manner.

2. Actively engages residents in a meaningful, positive, and compassionate manner while ensuring an environment of resident-centered respect and appreciation.

3. Maintains confidentiality of all resident care and protected health information. Reports known or suspected incidents of unauthorized disclosure of confidential information to supervisor or designee.

4. Handles responsibility and maintains a positive, professional & collaborative working relationship with residents, families, administration, peers and co-workers.

5. Demonstrates good attendance and maintains “Employment in Good Standing”.

6. Uses correct body mechanics to prevent injury to self, residents and other staff.

7. Assumes responsibility for and actively participates in staff development (professional growth) and continuing education to keep skills and required certification(s) up-to-date.

8. Demonstrates computer skills necessary to complete job tasks/responsibilities.

9. Attends all required in-services and department staff meetings.

10. Follows emergency and evacuation procedures.

11. Performs other duties as assigned by supervisor.

F. Essential Functions – Employee Experience Partner

The Manager, Organizational Learning and Development serves as the Employee Experience Partner for new staff, providing structured support throughout the onboarding journey to promote integration, well-being, and retention. This function is directly managed by the Senior Director of Culture and Belonging, and the Manager is expected to report work in this function accordingly.

• Structured Check-In Cadence: Conducts scheduled touchpoints at key milestones — 2-week, 45-day, and 6-month intervals — using a combination of face-to‑face meetings, Microsoft Teams calls, phone conversations, and digital surveys to assess new employee acclimation, well‑being, and job readiness.
• Tool, Resource, and Systems Access: Proactively identifies and addresses gaps in new employees’ access to the tools, systems, and resources needed to perform their job effectively, coordinating with supervisors and relevant departments to resolve barriers early.
• Supervisor Partnership and Coaching: Acts as a collaborative ally to supervisors by providing guidance on onboarding best practices, facilitating feedback loops, and helping managers support new staff through the cultural and operational expectations of the organization.
• Data Collection and Experience Insights: Gathers and synthesizes feedback from onboarding check‑ins and surveys to identify trends, surface systemic issues, and inform continuous improvements to the onboarding experience across departments.
• Cross‑Functional Coordination: Collaborates with Human Resources, department supervisors, and other internal stakeholders to align the onboarding experience with organizational goals, ensuring consistency and equity across all new hire cohorts.
• Referral and Escalation Support: Serves as a trusted point of contact for new employees navigating workplace challenges, facilitating timely referrals to appropriate resources (HR, EAP, department leadership) and escalating concerns when needed to protect employee well‑being and retention.

G. Essential Functions – Employee Relations

1. Informally connects with new employees prior to end of their 90 days to gain feedback regarding onboarding/training experience. Advises direct supervisor and service line leaders of any pertinent findings to guide recruitment, new employee training, and reinforce retention.

2. Provides leadership and actively participates in employee engagement strategies and programs.

3. Initiates and conducts all exit interviews.

4. Actively reports trends and retention improvement recommendations to the Senior Director of Culture and Belonging and department/service line leaders.

5. Serves as a resource for general HR questions from current employees and supervisors.

H. Essential Functions – New Employee Orientation & Reporting

1. Manages New Employee Orientation and schedules orientation presenters.

2. Works with Senior Director of Culture and Belonging to actively seek feedback from new employee orientation participants and engage HR staff and NEO presenters to refine and improve the orientation program.

3. Assists new employees in completing employment and payroll documents and monitors new employee files to ensure prompt return of all required employment information (criminal history, I-9, license, tax forms, etc.). Provides necessary follow‑up to ensure documentation is completed within established guidelines.

4. Advises Senior Director of Culture and Belonging and VMRC leaders of industry and regional employment trends.

5. Reports new employees’ information to appropriate persons at VMRC and Everence representatives.

6. Reports new employees’ information to the Virginia New Hire Reporting Center website.

I. Essential Functions – Recordkeeping & Data Entry

1. Maintains current employee files in accordance with mandated regulations.

2. Processes invoices through Avid.

3. Completes monthly credit card billing on time.

4. Pulls DMV driving reports, as needed, and forwards to HR Manager for further processing/record‑keeping.

J. Essential Functions – Customer Service

1. Exhibits professional communication and behavior consistent with VMRC goals and core competencies.

2. Interacts and problem‑solves with co‑workers, applicants, and others to ensure service objectives are met.

3. Responds to email, telephone, and in‑person requests, inquiries, and questions in a professional, polite, and responsive manner.

VMRC is committed to maintaining a culture that embraces and values the views and opinions of all people regardless of race, color, ethnicity, and gender. Our commitment to achieving this goal will help to bring our mission and values to life.

Summary of Physical, Sensory, Environmental and Other Requirements Needed to

Perform the Essential Functions of this Job

A. Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk and hear normal as well as soft tones. This position is active and requires standing, walking, bending, kneeling, stooping, crouching, grasping, and reaching above head. The employee must also frequently lift or move objects and residents/patients weighing up to 25 pounds, as well as push/pull up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Requirements for emergency situations are defined by service line expectations and may differ based on the nature of the emergency.

B. Work Environment

While performing the duties of this job, the employee is frequently exposed to dust, fumes, odors and airborne particles, biological and chemical hazards, and mechanical equipment. Regularly works in an office setting, staff workspaces, as well as other indoor and outdoor areas of campus.

C. Position Type/Expected Hours of Work

This is a part‑time position scheduled for 30–32 hours per week. This position regularly requires frequent work in an office setting, delivering presentations to staff, and traveling to and from specific destinations on campus (schedule and work responsibilities could vary based on shifts, standby, PRN, emergencies, inclement weather, etc.). Hours may be reassessed based on organizational needs and demonstrated initiative in the role.

D. Supervisor Responsibility

This position reports directly to the Senior Director of Culture and Belonging. This position is not assigned supervisory responsibilities for direct reports and can determine who can access confidential information limited to training and development.

E. Access to Confidential Information

This position has access to job‑specific resident demographic information for use in completing assigned responsibilities and has complete access to personnel records of staff.