Vice President, Team Member Experience, Learning and Development

Why Join Us?

Join a mission-driven organization where your leadership will shape the future of healthcare talent. As VP of Team Member Experience, Learning & Development at Children's Colorado, you'll be at the forefront of creating a workplace where people thrive-designing innovative strategies that elevate culture, engagement, and growth across the system of care. This is a rare opportunity to lead transformative initiatives in a nationally recognized pediatric healthcare system, working alongside passionate professionals who are deeply committed to making a difference. If you're a visionary leader ready to build the workforce of tomorrow, we invite you to bring your expertise and heart to this impactful role.

Summary:

The VP, Team Member Experience, Learning & Development is a strategic leader responsible for designing and executing integrated talent strategies that enhance the full employee lifecycle across the system of care. This role plays a critical part in shaping how the organization attracts, develops, engages, and retains top talent-ensuring Children's Colorado is equipped to meet both current and future workforce needs. Through a focus on culture, capability building, and meaningful team member experiences, this role drives initiatives that foster a high-performing, inclusive, and purpose-driven workplace.

Minimum Qualifications:

• Education: Bachelor's degree in Human Resources, Organizational Development, Business, or other related field.
  • Master's Degree in related field preferred.
• Certificate in change management/leadership development preferred, including but no limited to one of the following:
  • Certified Change Management Professional (CCMP) - Association of Change Management Professionals
  • Certified Professional in Talent Development (CPTD) - Association for Talent Development
  • Leadership Development Certification Program (LDCP) - Institute of Organizational Development
• Experience: Ten (10) years of experience in learning, team member engagement, and or talent management, to include three (3) years of leadership experience.
• Equivalency: A higher level of education may be considered as a substitute for required experience, beyond stated requirements, on a year-for-year basis.

Key Responsibilities:
An employee in this position may be called upon to do any or all the following essential functions. These examples do not include all the functions which the employee may be expected to perform.

• Develops and executes vision for team member experience, engagement, learning and development that aligns with the broader organizational vision. Leads the development of strategic plans, annual objectives and performance metrics to drive system-wide workforce development goals.
• Leads the design and delivery of training programs, including leadership development, team member orientation, and required compliance training. Measures training effectiveness and optimizes learning experiences through data and feedback.
• Develops and leads talent assessment, succession planning, performance management, and career pathing programs and processes.
• Collaborates with HR peers to ensure talent strategies meet long-term organizational needs. Analyzes workforce trends and provides insights for strategic decision-making. Defines skill and behavioral competencies for leaders and team members.
• Oversees team member engagement strategies, including surveys, feedback channels, and action planning. Develops and leads employee recognition programs.
• Partners with HR peers on organizational design, change management, and culture initiatives. Champions a culture of continuous learning, feedback and performance excellence.
• Designs and evolves the organizational structure of HR functions to support strategic goals and optimize service delivery. Oversees operational execution, resource planning, and resolution of escalated service and customer experience issues.
• Serves as executive sponsor for major HR projects, advising senior leadership on operational implications of strategic decisions. Develops and enforces broad operational policies to ensure consistency and compliance across the system of care.
• Leads communication efforts across the system of care regarding HR vision, strategic initiatives, and high-impact projects.
• Cultivates strong relationships with internal executives, HR peers, and external stakeholders to advance both operational and strategic initiatives. Serves as a trusted advisor to senior leadership on talent priorities and workforce planning.
• Sets strategic and annual goals for HR leaders and teams, providing clear direction, coaching, and development opportunities. Oversees performance management processes, including feedback, evaluation, and resolution of disciplinary matters for HR functions.
• Holds ultimate accountability for financial management within assigned HR functions, including forecast planning and approval of key resource decisions.
• Ensures HR functions adhere to all applicable federal, state, and local regulations, maintaining a culture of compliance and risk mitigation.

Salary Information
Pay is dependent on applicant's relevant experience.
Hiring Range (Based on 40 hours worked per week): $250,000 - $285,000

Benefits Information
Here, you matter. As a Children's Hospital Colorado team member, you will receive a competitive pay and benefits package designed to take care of your needs that includes base pay, incentives, paid time off, medical/dental/vision insurance, company provided life and disability insurance, paid parental leave, 403b employer match (retirement savings), a robust wellness program, and access to professional development tools, including an education benefit to help you advance your career.

As part of our Total Rewards package, Children's Colorado offers an annual employee bonus program that rewards eligible team members based on organizational performance. If organizational goals are met for the year, the bonus is paid out the following April.

Children's Colorado delivers annual base pay increases to eligible team members based on their performance over the previous year.

EEO Statement
It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, or any other status protected by law or regulation. Be aware that none of the questions are intended to imply illegal preferences or discrimination based on non-job-related information. The position is expected to stay open until the posted close date. Please submit your application as soon as possible as the posting is subject to close at any time once a sufficient pool of qualified applicants is obtained.

Colorado Residents: In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of attendance at or graduation from an educational institution. You will not be penalized for redacting or removing this information.