The L&D Program Manager (Individual Contributors) designs, implements and manages comprehensive, organization-wide career development and skill-building initiatives for all non-people-manager employees across UCSF. The primary focus of this role is to establish high-impact career development programs that empower individual contributors to build meaningful, long-term careers at UCSF and thrive in their current roles.
By identifying core competencies, future-oriented skills, and critical growth behaviors, the Program Manager builds structured learning journeys, toolkits, and interactive experiences that drive employee engagement, retention, and internal mobility. Working closely with HR Business Partners, department leaders, and subject matter experts, this role ensures career growth frameworks align with UCSF’s organizational mission, values, and evolving operational needs.
Department Overview: The Learning and Leadership Development team is part of UCSF’s Human Resources function. UCSF HR has a mission of attracting, developing and retaining outstanding and diverse people with a vision of being a strategic and trusted partner empowering the UCSF Health community to leverage their talents. Human Resources is committed to providing an outstanding customer experience, leading workforce strategies, creating an engaging environment focused on continuous improvement for the HR team, and demonstrating value to the organization.
Responsibilities % of time Essential Function (Yes/No) Key Responsibilities (To be completed by Supervisor) 30% Yes Program Strategy & Curriculum Development Behavioral & Mindset Alignment: Design and curate progressive learning journeys that cultivate essential mindsets (e.g., self-agency, adaptability, growth mindset, inclusive collaboration) and core professional skills (e.g., communication, effective problem-solving, emotional intelligence, project execution, and accountability).
Career Pathway Toolkits: Develop practical career planning toolkits, individual development plan (IDP) templates, skill-mapping guides, and self-assessment resources to empower employees to take ownership of their career progression at UCSF. Competency & Skill Mapping: Collaborate with leadership and HR stakeholders to define key core competencies for individual contributors across various career tracks and stages. 30% Yes Program Execution & Facilitation Interactive Facilitation: Lead and facilitate high-impact workshops, cohort-based learning series, career navigation panels, and peer mentoring circles in virtual, hybrid, and classroom environments.
End-to-End Program Management: Manage overall program operations, including scheduling, participant enrollment, Learning Management System (LMS) administration, guest speaker alignment, and participant communication strategies. Community & Peer Learning: Build and foster active peer learning networks and career communities across departments to sustain continuous skill-building, cross-functional collaboration, and knowledge sharing. 15% Yes Impact Measurement & Continuous Improvement Impact Measurement Framework: Establish robust evaluation frameworks (e.g., Kirkpatrick Model) to track participant engagement, skill acquisition, behavior adoption, and career progression metrics.
Data Analysis & Reporting: Synthesize quantitative and qualitative data—including participant feedback and mobility metrics—to demonstrate program ROI and present insights to organizational stakeholders. Iterative Refinement: Continuously refresh program content, delivery channels, and learning assets based on feedback trends, organizational shifts, and adult learning best practices. 15% Yes Learning Management System Oversee the integration of all IC programming into UCSF’s Learning Management system Create and maintain career pathways in our LMS to ensure that learning journeys are easy to identify and follow for our participants. 10% Yes Promotion & Stakeholder Engagement Program Promotion & Socialization: Develop multi-channel communications (e.g., newsletters, internal sites, team retreats, UCSF media, etc) to actively socialize IC career development offerings across UCSF.
Stakeholder Collaboration: Build strong collaborative relationships with HR Business Partners, inclusion leads, and departmental managers to ensure alignment between IC development initiatives and broader UCSF talent strategies. 100% (To update total %, enter the amount of time in whole numbers (without the % symbol - e.g., 15, 20) then highlight the total sum (e.g., 1%) at the bottom of the column and press F9. The total sum should add up to 100%.) Required: Bachelor’s degree in Organizational Development, Adult Learning, Industrial/Organizational Psychology, Human Resources, Communications, or a related field; or an equivalent combination of education and experience. 5+ years of directly related experience in talent development, instructional design, executive or group facilitation, and enterprise learning program management.
End-to-End L&D Program Management: Proven track record of designing, building, and launching enterprise career development or individual contributor programs from zero-to-one in a complex, matrixed environment (higher education or healthcare experience strongly preferred). Career Development & Pathways Expertise: Deep understanding of non-linear career navigation, individual contributor competency models, skill-mapping frameworks, and modern professional development practices.
Consultative & Diagnostic Capability: Strong client-facing intake and organizational diagnostic skills, with the ability to ask probing questions, identify root-cause skill gaps across diverse job families, and translate business needs into targeted learning solutions. Facilitation & Coaching
Exceptional group facilitation, presentation, and individual/group coaching skills, with demonstrated ability to engage diverse non-management audiences, manage group dynamics, and foster psychological safety. Instructional Design & Adult Learning: Deep knowledge of adult learning theory, curriculum design, behavioral change models, and practical instructional design frameworks tailored to professional skill-building and self-directed learning.
Data-Driven & Analytical Mindset: Ability to define key performance indicators (KPIs), analyze qualitative and quantitative evaluation metrics (e.g., participation, mobility, skill adoption), and articulate program ROI and impact to executive stakeholders. Stakeholder & Relationship Management: Excellent interpersonal and partnership skills with a demonstrated ability to collaborate effectively across HR, Inclusion leads, department managers, and cross-functional teams.
Preferred: Advanced degree in Organizational Development, Adult Learning, HRD, or Business Administration (MBA). Coaching: ICF Associate Certified Coach (ACC), Professional Certified Coach (PCC), or equivalent recognized coaching credential. Learning & Development: Certified Professional in Talent Development (CPTD), Associate Professional in Talent Development (APTD), or Senior Professional in Human Resources (SPHR/SHRM-SCP).
Leadership & Assessment Instruments: Certified in accredited psychometric/leadership assessments (e.g., DiSC, MBTI, Enneagram, Hogan, 360-degree feedback tools, Crucial Conversations, etc.) or instructional design methodology).
Full time · Day shift