Senior Program Manager, Organizational Development

Senior Program Manager, Organizational Development

86555BR

Human Resources

testing

Apply

Save

Share

[addthis tool="addthis_inline_share_toolbox_kuh2″]

Status

Full-Time

Standard Hours per Week

40

Job Category

Human Resources,

Regular, Temporary, Per Diem

Regular

Pay Range

$118081.60-$188936.80 Annual

Office/Site Location

Boston

Remote Eligibility

Part Remote/Hybrid

Job Posting Description

At Boston Children's Hospital, the quality of our care - and our inclusive hospital working environment - lies in the diversity of our people. With patients from local communities and 160 countries around the world, we're committed to reflecting the spectrum of their cultures, while opening doors of opportunity for our team. Here, different talents pursue common goals. Voices are heard and ideas are shared. Join us, and discover how your unique contributions can change lives. Yours included.

Position Summary

As part of our growing Talent Management team, the Senior Program Manager, Organizational Development strengthens leadership, team, and organizational capability across the enterprise. This role leads initiatives focused on team effectiveness, group coaching, talent reviews and calibration, and employee engagement. The Senior Program Manager develops scalable strategies and tools that enable HR Business Partners (HRBPs) and leaders to strengthen team and organizational effectiveness and serves as a trusted advisor, ensuring practices align with enterprise priorities and the broader leadership development portfolio.

Key Responsibilities

• Develop and advance the enterprise team effectiveness strategy, including diagnostic approaches, intervention models, assessment tools, and standards for developing high-performing leadership teams.
• Partner with HR and business leaders to assess, design, and deliver team effectiveness engagements and evaluate impact.
• Build scalable tools, resources, and playbooks that enable HRBPs and leaders to sustain team effectiveness efforts.
• Design and facilitate cohort-based group coaching programs for leaders at multiple levels, grounded in adult learning principles and evidence-based coaching practices.
• Establish quality standards and evaluation approaches for coaching programs and continuously improve offerings based on outcomes and feedback.
• Provide expert facilitation across the Leadership Development portfolio.
• Co-lead enterprise talent reviews and calibration, including cadence, materials, facilitation guides, rating standards, and supporting technology.
• Train and coach HRBPs to facilitate talent reviews and calibration sessions; facilitate or co-facilitate as needed.
• Apply the Leadership Capability Model to promote consistency and rigor in performance and potential assessment and translate outcomes into succession, retention, and development priorities.
• Lead engagement action planning following employee surveys, including frameworks, resources, and manager enablement.
• Partner with HRBPs and leaders to interpret engagement data, identify priorities, develop targeted improvement plans, and track progress.
• Develop effectiveness measures for organizational development programs and translate results into actionable insights and business impact for senior stakeholders.
• Serve as a trusted advisor to HRBPs and Employee Relations on team effectiveness, coaching, talent, and organizational effectiveness challenges.

Qualifications Required

• Bachelor's degree required; Master's degree in I/O Psychology, Organizational Development, or a related field preferred.
• Professional coaching credential, preferably through the International Coaching Federation (ICF), plus certification or demonstrated expertise in relevant assessment and development methodologies, such as Hogan, MBTI, or DiSC.
• Demonstrated expertise in team effectiveness, executive and group coaching, talent review and calibration, succession planning, performance management, and employee engagement.
• Experience with engagement survey platforms such as Press Ganey or Gallup, and talent management technology such as Workday.
• Strong knowledge of professional coaching practices, adult learning principles, learning design, and group and team facilitation.
• Demonstrated ability to facilitate complex sessions and candid calibration discussions with senior and executive leaders.
• Exceptional analytical skills, with the ability to interpret data, generate insights, evaluate program effectiveness, and communicate business impact.
• Highly developed communication, consulting, and relationship-management skills, with the ability to navigate ambiguity, build stakeholder relationships, and manage differing perspectives.
• Strong written communication and presentation skills, with the ability to develop and deliver proposals, learning content, toolkits, executive briefing materials, and assessment reports.

The posted pay range is Boston Children's reasonable and good-faith expectation for this pay at the time of posting.

Any base pay offer provided depends on skills, experience, education, certifications, and a variety of other job-related factors. Base pay is one part of a comprehensive benefits package that includes flexible schedules, affordable health, vision and dental insurance, child care and student loan subsidies, generous levels of time off, 403(b) Retirement Savings plan, Pension, Tuition and certain License and Certification Reimbursement, cell phone plan discounts and discounted rates on T-passes. Experience the benefits of passion and teamwork.

Boston Children's Hospital is an Equal Opportunity / Affirmative Action Employer. Qualified applicants will receive consideration for employment without regard to their race, color, religion, national origin, sex, sexual orientation, gender identity, protected veteran status or disability.

Save

Share

[addthis tool="addthis_inline_share_toolbox_kuh2″]

×