Sr. Program Manager, Leadership Development & Talent Management

Boston Children’s Hospital; Boston (MA); Hybrid; USD 100,000 - 150,000; Full time

Job summary

A leading children's hospital in Boston seeks a Sr. Program Manager for Leadership Development & Talent Management. This hybrid role involves designing strategic frameworks and conducting needs assessments to enhance leadership capabilities. Ideal candidates will have extensive experience in leadership development and strong collaboration skills, ensuring high-impact solutions in alignment with the hospital's strategic goals.

Benefits

Competitive compensation

Unmatched benefits

Qualifications

• Minimum of 10 years of related experience in leadership development.
• Ability to influence C-level leaders.
• Expertise in coaching and performance improvement strategies.

Responsibilities

• Design and implement leadership development frameworks.
• Conduct needs assessments to prioritize development efforts.
• Evaluate program effectiveness using qualitative and quantitative methods.

Skills

Collaboration

Adaptability

Communication

Instructional Design

Data Analysis

Education

BA Degree

MA in OD, HR or related field

Tools

MBTI

Hogan

DISC

Prosci Change Management

Kirkpatrick

360 Feedback tools

ATD

SHRM

Job description

Summary:
The Sr. Program Manager, Leadership Development & Talent Management is responsible for executing strategies to develop leadership capabilities and support critical role development. This position leverages expertise in leadership development, adult learning principles, and program design, along with strong internal consulting skills. In close collaboration with HR Business Partners and HR Centers of Expertise, the role will assess current leadership and talent practices, identify opportunities for improvement, and recommend high-impact solutions that align with the strategic goals of Boston Children's.

This is a hybrid role with an on-site requirement of 1–2 days weekly.

Responsibilities:

• Conduct comprehensive needs assessments (audience, task, gap, and content analysis) to prioritize leadership development efforts.
• Design and implement strategic leadership development frameworks aligned with current and future business needs.
• Develop a diverse, high-impact portfolio of leadership offerings tailored to various career stages.
• Build and execute strategies that integrate EDI objectives into leadership development programs.
• Facilitate leadership development and coaching sessions both virtually and in-person; lead coaching groups and design reinforcement tools to support continuous learning.
• Ensure consistent delivery and quality across offerings; lead train-the-trainer sessions and continuous improvement feedback cycles.
• Create cohort-based leadership programs that incorporate assessments, tailored learning paths, coaching, and performance metrics.
• Collaborate with HR Business Partners (HRBPs) to identify and close competency gaps tied to business outcomes.
• Partner with stakeholders to develop new programs supporting future talent management needs, including scoping, risk assessment, and resourcing.
• Support talent processes such as succession planning, 360 feedback, and individual development planning.
• Lead team development and effectiveness engagements for senior leadership, including retreats and team workshops.
• Develop and implement communication and change management plans to drive adoption and engagement for leadership development programs.
• Track, evaluate, and report program effectiveness using both qualitative and quantitative methods; demonstrate ROI through business case documentation.
• Manage vendor relationships and contracts; evaluate external programs and develop cost-effective “buy vs. build” proposals.

Qualifications:

• BA degree required; MA preferred in OD, HR or closely related field.
• Certification in various psychometric tools preferred, such as MBTI, Hogan, DISC, Birkman, Prosci Change Management, Kirkpatrick, 360 Feedback tools, ATD, SHRM.
• Minimum of 10 years of related experience, including experience leading staff or teams.
• Proven ability to partner with and influence VP, SVP, and EVP-level leaders.
• Expertise in leadership development, coaching, and performance improvement strategies.
• Strong adaptability and comfort working in dynamic, ambiguous environments.
• Highly collaborative with a growth mindset and commitment to continuous improvement.
• Advanced group facilitation and instructional design skills.
• Strong communication skills, including proposal writing, learning content development, and presentation design.
• Familiarity with Kirkpatrick’s evaluation model and data-driven evaluation of program impact.
• Experience with qualitative and quantitative data analysis.

Children’s Hospital offers competitive compensation and unmatched benefits.