[Hiring] Leadership Development Program Manager @FreedomCare

Role Description

Join our team and make a positive impact on the lives of others! We are looking for a Leadership Development Program Manager for our Business Optimization team. This role is remote with potential travel to our main office in NY and/or the FreedomCare hub closest to you.

FreedomCare is at an inflection point. Our leaders have scaled the organization by navigating ambiguity, operating with limited structure, and collaborating across functions. As FreedomCare continues to grow, we are making a deliberate investment in ensuring our leaders are as capable of scaling the business as they have been building it.

The Leadership Development Program Manager will build the enterprise framework that makes this possible. The mandate is not simply to create more training. The initial priority will be to strengthen leadership capability across existing levels, from Team Leads through senior leadership, and embed leadership development across the leader lifecycle, from selection through advancement. The broader opportunity is to create an adaptable system that can also support individual contributors preparing to lead for the first time. This role will define a practical leadership philosophy rooted in accountability, sound judgment, cross-functional partnership, and operational excellence.

This is an opportunity for an experienced leadership development professional to build a robust enterprise capability from the ground up. Success in this role requires earning credibility with senior and operational leaders, translating business priorities into practical leadership solutions that improve performance. Within the first year, this role will establish the operating system that shapes how leaders are selected, developed, and prepared for greater responsibility across FreedomCare.

Responsibilities and Scope

• Own leadership capability strategy and roadmap, translating business priorities into clear ownership, sequenced investments, and measurable outcomes.
• Establish the fact base. Assess current leadership expectations, onboarding, development practices, talent data, business performance, and existing resources; identify the capability gaps that matter most and recommend where FreedomCare should build, buy, adapt, or stop.
• Create FreedomCare’s leadership philosophy and competency model, defining observable behaviors and differentiated expectations based on leadership scope and complexity.
• Architect one connected leadership lifecycle with TA, L&TD, and PBPs; aligning leadership success profiles and selection, onboarding, manager development, performance, coaching, succession, and internal mobility around shared expectations.
• Set the enterprise standard for leadership onboarding and core management practices, creating a consistent minimum experience while making departmental variation intentional rather than accidental.
• Build practical development pathways for each leadership population. Anchor development in real business challenges, repeated practice, feedback, coaching, and application in the flow of work; use formal training only when it is the right solution.
• Own the portfolio from concept through scale, including pilots, priorities, governance, budget, vendors, technology, communications, adoption, and the decision to expand, redesign, or retire a program offering.
• Create executive governance and sponsorship for leadership capability. Clarify decision rights, bring forward evidence-based recommendations, and enlist leaders to model, reinforce, and teach the expectations they set.
• Earn adoption with operational leaders by co-designing solutions around their business realities, embedding tools into existing operating rhythms, minimizing friction, and demonstrating value quickly.
• Build the measurement system for leadership effectiveness. Set baselines and targets, connect talent indicators to relevant business outcomes, publish a clear scorecard, and use the evidence to redirect investment and improve results.

Success Measures

• Within the first year, FreedomCare has an executive-approved leadership philosophy, competency model, current-state baseline, and multi-year roadmap with clear ownership and funded priorities.
• A common onboarding standard is live across defined leadership populations, with adoption, completion, quality, and time-to-effectiveness tracked by department and level.
• Priority leadership behaviors improve baseline using manager, employee, and multi-rater feedback, with evidence of application to real business challenges.
• Ready-now succession coverage, internal fill rates, promotion success, and retention of high-value leaders improve targets established from the initial baseline.
• Leadership investments show a credible relationship with improvements in engagement, regrettable attrition, team performance, and selected operational outcomes.
• Priority initiatives launch on time and within budget, adoption grows, reusable solutions expand across departments, and low-value work is redesigned or retired.

Qualifications

• Bachelor’s degree in organizational development, industrial-organizational psychology, human resources, business, or a related field, or equivalent relevant experience; an advanced degree or recognized leadership development or coaching certification is preferred.
• 7+ years of progressive experience in leadership development, talent management, organizational development, or organizational effectiveness.
• 3+ years owning the design, launch, and expansion of enterprise leadership development initiatives or a portfolio serving multiple leadership levels.
• Demonstrated experience building a leadership development system from the ground up or materially transforming one in a high-growth or rapidly changing organization.
• Experience creating a leadership philosophy, competency model, or success framework and translating it into observable expectations, assessments, tools, and development pathways.
• Experience designing differentiated approaches for frontline, mid-level, senior, and executive leaders; experience supporting emerging or first-time leaders is strongly preferred.
• Experience using qualitative and quantitative data to diagnose leadership gaps, set priorities, measure behavior change, and make investment decisions - not simply report participation or satisfaction.
• Experience in a high-growth, operationally demanding environment where speed, judgment, and practicality mattered.
• Demonstrated experience leveraging AI enabled tools and emerging technologies to improve leadership development, talent practices, decision making, workforce insights, learning experiences or employee productivity.
• Experience in healthcare, a regulated industry, or a distributed workforce is valuable but not required.

Requirements

• Ability to think like an internal consultant and enterprise capability builder: start with the business problem, find the root cause, and choose the intervention that will change performance.
• Ability to conduct enterprise needs assessments using stakeholder interviews, employee and leader feedback, talent data, and operational performance indicators.
• Ability to translate business strategy into leadership requirements, competency models, development priorities, and a sequenced multi-year roadmap.
• Demonstrated program and portfolio management skills, including governance, budgets, vendors, technology, pilots, implementation, communications, and adoption.
• Ability to design enterprise standards that create consistency while allowing appropriate flexibility across departments and leadership populations.
• Ability to establish meaningful measures of leadership effectiveness, including behavior change, time to effectiveness, engagement, retention, promotion success, succession coverage, internal mobility, and relevant business outcomes.
• Strong communication skills, including the ability to present recommendations, clarify tradeoffs, facilitate decisions, and influence without authority.
• You are energized by a blank sheet. Ambiguity prompts questions, decisions, and momentum rather than a request for more infrastructure.

Benefits

• Competitive compensation
• Medical benefits
• Retirement plans
• Wellness programs
• Fun company events
• Ongoing learning opportunities to grow your career

Compensation Range

$100,000 — $125,000 USD