Learning and Development Manager - Learning and Development (Days) (On-site)

Learning & Development Manager

The Learning & Development Manager serves as a strategic leader responsible for building a skills-based, data-driven, and AI- forward learning ecosystem that supports workforce capability, regulatory compliance, and organizational performance across Tanner Health's multi-site care environment. This leader partners with executives, clinical leaders, and HR stakeholders to design and deliver scalable solutions that enhance employee capability, accelerate internal mobility, and support a culture of continuous learning aligned to Tanner's People Pillar goals.

Education

Bachelor's Degree Required

Experience

Five years of related experience. Requires a working knowledge of standard practices and procedures.

Qualifications

*5+ years in learning & development and content development and design. 2+ years of people management experience required.*Healthcare regulatory and compliance knowledge preferred.*Demonstrated competency in program development for web-based learning management systems required.*AI fluency and digital learning innovation preferred.*Strategic workforce planning & skills architecture preferred.*Change leadership and stakeholder influence.*Demonstrated ability to coach and develop others, provide feedback, deliver effective instruction and guide employee development.*Data analytics and performance measurement.*Knowledge of instructional design techniques and adult learning theory. *Proven ability to organize and prioritize in order to successfully bring multiple projects and complex initiatives to completion.

Licenses and Certifications

* CPTD or other L&D Certification Preferred * SHRM-CP or equivalent HR certification Preferred * Must obtain CHHR (ASHHRA) within 24 months of hire

Statement Of Employment Philosophy

Being a part of Tanner Health System is more than a job, it is a promise we make to treat every patient with exceptional service every time they walk through our doors. Service excellence is the foundation of our organizational culture and the expectations we all set for each other, our patients, physicians and our community. All employees agree to abide by a set of service standards. These standards are the promise we make to provide the best care possible, and represent our beliefs, values and who we strive to become. We each commit to making Tanner Health System a great place for our employees to work, for patients to receive care and for physicians to practice medicine.

Functions

Area of Responsibilities

Learning Strategy & Workforce Capability: Develop and execute a system-wide learning and skills strategy aligned to organizational priorities. Lead enterprise skills gap assessments to inform workforce planning and development. Partner with other HR areas and operational leaders to support career pathways and internal mobility.

Compliance Readiness: Ensure all learning programs meet regulatory, accreditation, and licensure requirements (e.g. TJC, CMS, etc.). Oversee competency frameworks for clinical staff, non-clinical staff, and leadership development. Support readiness for audits and surveys through training compliance and documentation.

Learning Experience & Program Design: Design and deliver modern learning experiences that include blended learning (digital, classroom, simulation, virtual reality augmentation) micro learning, just-in-time training, leadership and front line development programs, and Train the Trainer. Oversee LMS and learning experience platforms.

Data, Analytics, & ROI: Establish KPIs for learning effectiveness that include, but are not limited to: skill acquisition, engagement and completion, and impact on performance and retention. Use analytics to drive continuous improvement and executive reporting. Translate learning outcomes in to business impact metrics.

Team Leadership & Operations: Lead and develop a team of Learning & Development professionals. Manage vendor relationships and training budget. Drive operational excellence, scalability, and cost efficiency.

AI-Enabled Learning & Innovation: Lead adoption of AI-powered learning platforms and tools. Implement personalized, adaptive learning pathways leveraging AI-driven insights. Explore and deploy AI agents to aid content creation, deliver just-in-time learning support, and improve knowledge access and workforce productivity. Ensure ethical, compliant use of AI in learning environments as approve by Tanner Health's AI Committee.

Culture & Employee Experience: Foster a culture of continuous learning and growth. Serve as internal consultant to leaders on development strategies. Align learning programs with employee engagement and retention goals.

Compliance Statement

Employee performs within the prescribed limits of Tanner Health System's Ethics and Compliance program. Is responsible to detect, observe, and report compliance variances to their immediate supervisor, the Compliance Officer, or the Hotline.

Required Knowledge & Skills

Education: Bachelor's Degree required

Experience: Five years of related experience. Requires a working knowledge of standard practices and procedures.

Definitions

The Learning & Development Manager serves as a strategic leader responsible for building a skills-based, data-driven, and AI- forward learning ecosystem that supports workforce capability, regulatory compliance, and organizational performance across Tanner Health's multi-site care environment. This leader partners with executives, clinical leaders, and HR stakeholders to design and deliver scalable solutions that enhance employee capability, accelerate internal mobility, and support a culture of continuous learning aligned to Tanner's People Pillar goals.

Position Responsibilities

Contact with Others: Requires frequent contact with many persons at different levels inside and outside of the organization to carry out organization policies and programs and obtain willing acceptance, consent, or action.

Effect of Error: Probable errors may be serious and involve losses such as improper costs, overpayment, waste of material, damage to equipment, and delay in processing work. Effect usually confined within the organization. Most of work not subject to direct verification or check. Regularly works with some confidential data such as account, salaries, patient medical records, which if disclosed might have adverse internal or external effects.

People Management Responsibilities

Supervisory Responsibility: Supervises a small section of employees (up to 15); orients and trains employees; schedules, assigns, checks, and maintains flow of employees work; carries out most personnel decisions, and initiates minor personnel actions.

Work Environment/Physical Effort

Mental Demands: Work involves a variety of complex problems to be solved under general organization policies. Ingenuity and judgment are required to review facts, plan work, estimate costs, and deal with factors not easily evaluated, interpret results, draw conclusions, and take or recommend action. Solutions to problems often require coordination with other departments.

Working Conditions: Generally pleasant working conditions/normal office environment.

Working Conditions Aspects for Immunizations

Performs tasks involving contact with blood, blood-contaminated body fluids, other body fluids, or sharps (needles): No

Directly works with Patients less than 12 months of age: No

Physical Effort: Minimum physical effort - Physical demands encountered are those of a typical office job.

Physical Aspects

Bending: Occasional = 1% - 33% of the time

Typing: Frequent = 34% - 66% of the time

Manual Dexterity -- picking, pinching with fingers etc.: Occasional = 1% - 33% of the time

Feeling (Touch) -- determining temperature, texture, by touching: Not required

Hearing: Frequent = 34% - 66% of the time

Reaching -- above shoulder: Occasional = 1% - 33% of the time

Reaching -- below shoulder: Occasional = 1% - 33% of the time

Visual: Constant = 67% - 100% of the time.

Color Vision: Frequent = 34% - 66% of the time

Speaking: Frequent = 34% - 66% of the time

Standing: Frequent = 34% - 66% of the time

Balancing: Occasional = 1% - 33% of the time

Walking: Occasional = 1% - 33% of the time

Crawling: Not required

Running - in response to an emergency: Not required

Lifting up to 25 lbs.: Occasional = 1% - 33% of the time

Lifting 25 to 60 lbs.: Not required

Lifting over 60 lbs.: Not required

Handling -- seizing, holding, grasping: Occasional = 1% - 33% of the time

Carrying: Occasional = 1% - 33% of the time

Climbing: Not required