Senior People Development Manager

📋 Description

• • Serve as the strategic HR thought-partner to VPs, directors, and frontline managers across 100+ pediatric sites and a rapidly expanding telehealth division, translating business goals into people strategies that improve patient outcomes and team performance.
• • Own the full employee-relations life-cycle—intake, investigation, resolution, and follow-up—handling complex, multi-state cases with empathy, legal rigor, and a bias toward restorative solutions that protect both our culture and our compliance record.
• • Architect and roll out scalable leadership-development curricula (virtual, in-person, and hybrid) that build critical capabilities in coaching, change leadership, and inclusive management; measure impact through Kirkpatrick levels 3 & 4 and iterate quarterly.
• • Design career-pathing frameworks and succession pipelines for clinical and non-clinical roles, partnering with Talent Acquisition and L&D to ensure every employee sees a future at PM and knows exactly how to get there.
• • Champion culture and engagement by leading our annual engagement survey, quarterly pulse checks, and always-on feedback channels; turn insights into action plans that move the needle on eNPS and retention.
• • Drive large-scale change initiatives—EMR rollouts, M&A integrations, new service-line launches—by crafting communication strategies, training leaders on adoption tactics, and monitoring change-health metrics.
• • Provide 1:1 executive coaching to senior leaders and high-potential managers, using evidence-based models (GROW, CLEAR, Situational Leadership) to accelerate performance and build bench strength.
• • Partner with the CPO, Total Rewards, and People Operations to localize enterprise programs (compensation cycles, performance management, DEI councils) for a distributed workforce while ensuring equity and consistency.
• • Leverage HR analytics—turnover dashboards, flight-risk models, learning-effectiveness heatmaps—to surface insights that inform real-time decisions and long-range workforce planning.
• • Build and mentor a small but mighty People Development team, modeling servant leadership and creating a psychologically safe environment where experimentation and continuous learning are the norm.
• • Represent PM Pediatric Care externally by speaking at pediatric and HR conferences, publishing case studies, and contributing to industry roundtables that position us as an employer of choice in healthcare.
• • Uphold our zero-tolerance stance on discrimination and harassment, partnering closely with Legal to ensure every policy, practice, and program reflects our EEO commitment and the diverse communities we serve.