Senior Program Manager, Organizational Development

Boston Children's Hospital; Boston (MA); On-site; USD 120,000 - 180,000; Full time

Benefits offered by this job

Flexible schedules

Health insurance

Retirement plan

Tuition & certification reimbursement

Job summary

Boston Children's Hospital in Boston, MA seeks a Senior Program Manager, Organizational Development to strengthen leadership, team, and organizational capability across the enterprise. This role leads initiatives on team effectiveness, coaching, and engagement, developing scalable strategies and tools for HRBPs and leaders to strengthen organizational performance.

The ideal candidate will have extensive experience in executive/group coaching, talent reviews, succession, and engagement, with

Qualifications

• Bachelor's degree required; Master's preferred in I/O Psychology or OD.
• 10+ years related experience with 3-5 years enterprise-wide leadership experience.
• ICF coaching credential and expertise in assessments such as Hogan, MBTI, or DiSC.
• Expertise in executive and group coaching, talent review and calibration, succession planning, and engagement.
• Experience with engagement surveys and talent management technology (e.g., Workday).

Responsibilities

• Develop and advance the enterprise team effectiveness strategy, including diagnostics, intervention models, assessment tools, and standards for developing high-performing leadership teams.
• Partner with HR and business leaders to assess, design, and deliver team effectiveness engagements and evaluate impact.
• Build scalable tools, resources, and playbooks that enable HRBPs and leaders to sustain team effectiveness efforts.
• Design and facilitate cohort-based group coaching programs for leaders at multiple levels, grounded in adult learning principles and evidence-based coaching practices.
• Establish quality standards and evaluation approaches for coaching programs and improve offerings based on outcomes and feedback.
• Provide expert facilitation across the Leadership Development portfolio.
• Co-lead enterprise talent reviews and calibration, including cadence, materials, facilitation guides, rating standards, and technology.
• Train and coach HRBPs to facilitate talent reviews and calibration sessions; facilitate or co-facilitate as needed.
• Apply the Leadership Capability Model to promote consistency and rigor in performance and potential assessment and translate outcomes into succession, retention, and development priorities.
• Lead engagement action planning following employee surveys, including frameworks, resources, and manager support.
• Partner with HRBPs and leaders to interpret engagement data, identify priorities, develop targeted improvement plans, and track progress.
• Develop effectiveness measures for organizational development programs and translate results into actionable insights and business impact for senior stakeholders.
• Serve as a trusted advisor to HRBPs and Employee Relations on team effectiveness, coaching, talent, and organizational effectiveness challenges.

Skills

Leadership development

Executive coaching

Group coaching

Stakeholder management

Data interpretation

Communication

Education

Bachelor's degree

Master's degree in I/O Psychology or Organizational Development

Tools

Workday

Learning management systems

Job description

Position Summary

As part of our growing Talent Management team, the Sr. Program Manager, Organizational Development strengthens leadership, team, and organizational capability enterprise-wide. This role leads initiatives focused on team effectiveness, group coaching, talent reviews and calibration, and employee engagement. The Sr. Program Manager develops scalable strategies and tools that enable HR Business Partners (HRBPs) and leaders to strengthen team and organizational effectiveness and serves as a trusted advisor, ensuring alignment with enterprise priorities and the broader leadership development portfolio.

Key Responsibilities

• Develop and advance the enterprise team effectiveness strategy, including diagnostics, intervention models, assessment tools, and standards for developing high-performing leadership teams.


• Partner with HR and business leaders to assess, design, and deliver team effectiveness engagements and evaluate impact.


• Build scalable tools, resources, and playbooks that enable HRBPs and leaders to sustain team effectiveness efforts.


• Design and facilitate cohort-based group coaching programs for leaders at multiple levels, grounded in adult learning principles and evidence-based coaching practices.


• Establish quality standards and evaluation approaches for coaching programs and improve offerings based on outcomes and feedback.


• Provide expert facilitation across the Leadership Development portfolio.


• Co-lead enterprise talent reviews and calibration, including cadence, materials, facilitation guides, rating standards, and technology.


• Train and coach HRBPs to facilitate talent reviews and calibration sessions; facilitate or co-facilitate as needed.


• Apply the Leadership Capability Model to promote consistency and rigor in performance and potential assessment and translate outcomes into succession, retention, and development priorities.


• Lead engagement action planning following employee surveys, including frameworks, resources, and manager support.


• Partner with HRBPs and leaders to interpret engagement data, identify priorities, develop targeted improvement plans, and track progress.


• Develop effectiveness measures for organizational development programs and translate results into actionable insights and business impact for senior stakeholders.


• Serve as a trusted advisor to HRBPs and Employee Relations on team effectiveness, coaching, talent, and organizational effectiveness challenges.

Qualifications Required

• Bachelor's degree required; Master's degree in I/O Psychology, Organizational Development, or a related field preferred.


• 10+ years of related experience, including 3-5 years of demonstrated leadership experience managing enterprise-wide programs.


• Professional coaching credential, preferably through ICF, plus certification or demonstrated expertise in relevant assessment and development methodologies, such as Hogan, Kirkpatrick, MBTI, DiSC, etc.


• Demonstrated expertise in executive and group coaching, talent review and calibration, succession planning, performance management, and employee engagement.


• Experience with engagement survey platforms such as Press Ganey or Gallup, and talent management technology (e.g., Workday).


• Strong knowledge of professional coaching practices, adult learning principles, learning design, and group and team facilitation.


• Demonstrated ability to facilitate complex sessions and candid calibration discussions with senior and executive leaders.


• Exceptional analytical skills, with the ability to interpret data, generate insights, evaluate program effectiveness, and communicate business impact.


• Highly developed communication, consulting, and relationship-management skills, with the ability to navigate ambiguity, build stakeholder relationships, and manage differing perspectives.


• Strong written and presentation skills, with the ability to develop proposals, learning content, toolkits, executive briefing materials, and assessment reports.

The posted pay range is Boston Children's reasonable and good-faith expectation for this pay at the time of posting.

Any base pay offer provided depends on skills, experience, education, certifications, and a variety of other job-related factors. Base pay is one part of a comprehensive benefits package that includes flexible schedules, affordable health, vision and dental insurance, child care and student loan subsidies, generous levels of time off, 403(b) Retirement Savings plan, Pension, Tuition and certain License and Certification Reimbursement, cell phone plan discounts and discounted rates on T-passes. Experience the benefits of passion and teamwork.