Leader Performance and Development Manager

WFH/Remote anywhere in the US (Eastern/Central Time Zone Preferred)

*We operate in the Eastern Time Zone*

Reports to: System Director, Talent Solutions

# of Direct Reports: 2-3

Primary Function/General Purpose of Position

The Manager, Leader Performance and Development leads the strategy and execution of performance practices for leaders of people across the organization. This role ensures leadership expectations are clear, performance standards are applied consistently, and leaders are equipped with practical tools to drive accountability, engagement, and results.

The position oversees leader competency frameworks, performance management practices, leadership fundamentals, targeted development solutions, and external coaching partnerships. This role partners in lock step with HR strategic partners, organizational leaders, and external partners to strengthen leader effectiveness and reinforce consistent performance and development practices at scale.

Essential Job Functions

• Leads the design and execution of leader performance practices ensuring clear expectations, consistent standards, and practical application across the organization.

• Oversees leader competency frameworks and defines expectations for effective leadership behaviors and practices.

• Establishes and reinforces core leadership fundamentals, including goal clarity, accountability practices, feedback expectations, and performance conversations.

• Partners with external vendor partnerships to deliver coaching experiences aligned to leadership growth priorities and organizational needs at scale.

• Leads the integration of leadership development and coaching within performance management practices, ensuring actions are informed by feedback and performance insights.

• Designs strategy and oversees specialty leadership programming for specific leader populations.

• Uses leader data and insights (e.g., engagement, feedback, assessment trends) to identify development needs and improve leadership development approaches.

• Serves as a consultative partner to HR and organization leaders on development priorities and appropriate use of coaching and development supports.

• Identifies leadership capability gaps and recommends practical solutions to improve leader effectiveness and consistency.

Licensing/Certification

ICF or coaching exposure (certification preferred, not required)

Assessment certifications (HBDI, Hogan, Korn Ferry, etc.)

360 or feedback tool familiarity (preferred)

Education

• Bachelor’s degree in organization development, human resources management or industrial psychology (required)

• Master’s degree in organization development, human resources management or industrial psychology (strongly preferred)

Work Experience

Required Experience:

Minimum of 7 years' experience in organization/leadership development or experience in best practice implementation supporting physician development.

Preferred Experience:

Five or more years’ experience leading COE, managing complex stakeholder groups and influencing multiple partner relationships. Experience working in healthcare with clinicians.