Director of Learning, Development, and Engagement

Director of Learning, Development, and Engagement

People and Culture

Rochester, New York [Hybrid in New York State Only]
FULL-TIME [Exempt] : 40 Hours

Coordinated Care Services Inc (CCSI) seeks a talented Director of Learning, Development, and Engagement to contribute their expertise in providing essential business services to our provider organizations and customers. The Director of Learning, Development, and Engagement at CCSI plays a vital role in advancing the organization s commitment to fostering a supportive, trauma-informed environment. As an integral member of the People and Culture team, this role works with the Chief People and Culture Officer, leading the design and implementation of a Learning and Development strategy that encourages reflection, growth, and community engagement. This includes enhancing the employee onboarding experience, strengthening supervisor development and training, and offering elective learning opportunities. The Director of Learning, Development, and Engagement will contribute to building systems for coaching, mentoring, individualized development planning, and supporting the continued growth of CCSI employees across diverse roles.

The Director of Learning, Development, and Engagement fosters creativity and collaboration to develop learning programs that support employee success. Recognizing that learning is a communal process, the Director of Learning, Development, and Engagement will also contribute to employee engagement initiatives, working to cultivate a connected and inclusive employee community in a geographically dispersed workforce, in partnership with the People and Culture team.

Responsibilities

Learning and Development

• Strategic Learning Design: Collaborate with the Chief People and Culture Officer to create and implement a learning and development strategy that supports CCSI s strategic goals, promotes organizational growth, and develops future-ready employees.
• Data-Informed Decision Making: Implement evaluation frameworks to measure the impact of learning initiatives, track key performance indicators (KPIs), and optimize programs based on employee performance metrics, engagement surveys, and data analytics.
• Onboarding and Supervisor Development: Redesign the employee onboarding experience and develop comprehensive supervisor training programs, including a cohort-based Supervisor Academy and leadership development initiatives to support long-term workforce planning.
• Change Management Support: Lead efforts to design learning programs that help employees adapt to organizational changes, new technologies, and evolving processes, ensuring smooth transitions and resilience in the workforce.
• Innovative Learning Solutions: Explore and implement innovative learning technologies (e.g., AI-driven learning tools, mobile learning, gamification) to enhance employee experience and support continuous development.
• Learning Management System Administration: Partner in establishing and maintaining an internal Learning Management System (LMS), managing content in collaboration with a virtual training provider to support learning needs, track progress, and ensure up-to-date resources.

Employee Engagement

• Foster a Connected Workforce: Leverage existing and new technologies to create virtual connectivity among employees and foster a strong sense of community across the organization s dispersed workforce.
• Engagement Initiatives: Design and implement both large-scale and small-scale employee engagement programs, including virtual games, team-building events, and physical gatherings, to support organizational growth, learning, and collaboration.
• Wellbeing Integration: Collaborate with Benefits and Wellness to develop engagement initiatives that promote employee well-being and work-life balance, integrating mental health and wellness support into employee engagement and learning programs.
• DEIB Integration: Collaborate with DEIB area to ensure that learning and engagement programs are inclusive and foster a culture of belonging, supporting the diverse needs of all employees.

• Employee Development and Succession Planning: Establish a process for employees to create development plans that chart a Learning & Development pathway and prepare them for future roles. Serve as coordinator of this process, providing coaching and support to each employee utilizing these resources. Ensure that learning initiatives address current and future skill gaps, supporting long-term workforce planning.[rw1]
• Cross-functional Collaboration: Partner with leaders across departments to ensure learning and development initiatives align with broader business goals, fostering cross-departmental collaboration and shared knowledge.

Administrative

• Budget and Resource Management: Manage the budget for learning, development, and engagement initiatives, ensuring efficient allocation of resources.
• Event and Program Management: Develop and manage a calendar of learning and engagement events, ensuring that programs are well-organized, effectively communicated, and align with CCSI s organizational priorities.
• Monitor and Evaluate: Continuously monitor the effectiveness of programs through employee feedback, engagement data, and performance analytics, making data-informed improvements to ensure relevance and impact.

• A minimum of a Bachelor's degree is required. Master s degree is preferred
• Minimum of 7 years of progressive experience in Learning and Development, Employee Engagement, or Organizational Development, preferably within a multi-faceted organization
• Professional certifications in Learning and Development, such as CPTD (Certified Professional in Talent Development), SHRM-SCP (Senior Certified Professional), or SPHR (Senior Professional Human Resource) are a plus.

Additional Requirements

• Satisfactory completion of all required background screenings.
• Valid New York State Driver's License.
• Proven experience in designing, implementing, and managing learning and development strategies that align with organizational goals and improve workforce performance.
• Strong background in employment engagement strategies, particularly in virtual or hybrid work environments.
• Demonstrated leadership in managing large-scale organizational change efforts, including developing change management strategies that enhance employee adaptability.
• Experience with data analytics and performance metrics to assess the effectiveness of learning and engagement programs and make data-informed improvements.

Key Competencies

• Strategic Vision: Ability to translate organizational goals into actionable learning and engagement strategies that support long-term growth.
• Data-Informed Approach: Skilled in using metrics, analytics, and feedback to evaluate and continuously improve programs.
• Change Leadership: Proven ability to lead organizational change efforts, ensuring employees are prepared and supported in times of transition.
• Innovation in Learning: Experience in leveraging new technologies and approaches to create dynamic, impactful learning programs.
• Diversity, Equity, Inclusion, and Belonging: Commitment to fostering an inclusive learning environment and embedding DEIB principles in all initiatives.

We Are CCSI!

CCSI employs more than 500 talented, dedicated professionals who provide program management services, consulting, and operational support needed by local departments of mental health and social services, state agencies, community-based organizations, and school districts across New York State and beyond! Our mission, simply put, we help people and communities.

CCSI s vision is to be an exceptional place for individuals to grow and build a career, while expanding our capacity to invest in communities. We do this by prioritizing employee voice and equity to ensure we protect employees from harm; provide connection and community; enable work-life harmony; foster mattering at work; and creating opportunities for growth and development.

We Can Offer You

• Market competitive compensation.
• An award-winning Wellness@Work and employee benefits program.
• An organization that is committed to racial equity and anti-racist practices.
• Continuous professional development opportunities.
• A voice in shaping CCSI s ever-evolving diverse company culture.

CCSI does not accept inquiries from third-party recruiters or search agencies.

Coordinated Care Services, Inc (CCSI) provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.