Senior Learning and Development Consultant

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HSS is consistently among the top-ranked hospitals for orthopedics and rheumatology by U.S. News & World Report. As a recipient of the Magnet Award for Nursing Excellence, HSS was the first hospital in New York City to receive the distinguished designation. Whether you are early in your career or an expert in your field, you will find HSS an innovative, supportive and inclusive environment.

Working with colleagues who love what they do and are deeply committed to our Mission, you too can be part of our transformation across the enterprise.

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What you will be doing

Senior Learning and Development Consultant

Hybrid - NYC (3 days)

Reporting to the Director, Leadership Development, with a dotted line to the Director, Learning & Systems, the Senior L&D Consultant is the consulting, facilitation and evaluation engine of the team. You will partner with HSS leaders to understand the capability they need, turn it into a clear Learning Design Brief, own the program from request through delivery for HR, and work with the Educational Institute (EI) design team, who lead instructional design and production. You then facilitate, reinforce and measure the result, judged by business outcomes and skills readiness, not completion rates.

The Senior L&D Consultant helps bring professional development priorities to life. The Consultant clarifies program requirements, coordinates stakeholder decisions and content expertise, supports implementation readiness and recommends improvements based on evidence. EI's Education Design & Delivery (ED&D) team leads instructional design, development and production, so your time goes to consulting and curriculum alignment, facilitation, and evaluation that needs your judgment. About 60% of your time supports leadership programs for the Director, Leadership Development and about 40% for the Director, Learning & Systems – though needs dependent. Calendars, logistics, vendor coordination, and the project plan, RACI and status reporting sit with the Program Manager, L&D Operations & Engagement.

• A human-centered learning expert: starts from the learner's day, in the flow of work, not from a course outline.

• A credible consultant: asks the question behind the request and can push back with evidence. We want to solve for the right questions every time.

• AI-fluent and AI-skeptical in equal measure: uses AI to analyze, draft briefs and prototype faster, and checks every output for accuracy, bias and clinical realism.

• A true collaborator: builds strong cross-functional partnerships, values diverse perspectives, and works across teams to create effective learning solutions.

• A systems thinker: you know how ecosystems and tools support each other and where they intersect

• A hands-on contributor: rolls up their sleeves, takes ownership, and when a deadline or a gap requires it, can draft a facilitator guide, job aid or rapid AI prototype themselves.

• A strong communicator and influencer - persuades without authority across clinical and non-clinical leaders.

• Data-informed: reads learning, performance and engagement data and acts on it.

• Adaptable and quick to learn - keeps pace as tools and roles change.

• A deep sense of personal accountability: you are a no excuse go forward person with clear integrity and commitment to action

KEY RESPONSIBILITIES

Consulting, needs analysis, and program requirements

• Consult with stakeholders to clarify target audiences, performance needs, operating context and the specific problem an approved program or initiative must address.

• Assess capability gaps using interviews, focus groups, surveys and performance, talent, engagement and Workday skills data, with AI-assisted analysis where appropriate.

• Translate the Director's strategic priorities and sponsor expectations into clear program requirements, target behaviors, stakeholder decisions and inputs for Education Design & Delivery.

• Agree on measurable objectives, business measures and target skills before design begins, and record them in the Learning Design Brief.

Program coordination and curriculum alignment

• Coordinate program content, audiences, sequencing, reinforcement needs and dependencies within the curriculum architecture and portfolio direction established by the Director.

• Develop clear Learning Design Briefs (audience, objectives, business measures, target skills, constraints) for EI's Education Design & Delivery team, and serve as the program owner throughout design and development by coordinating stakeholder access, subject matter input, reviews and timely approvals.

• Flag gaps, overlap, inconsistencies and emerging needs to the Director, and provide evidence and recommendations to inform portfolio and curriculum decisions.

• Work with the Director, Talent Management and the Systems Partner so each program is tagged to skills in Workday and skills movement is reported back to the Director and sponsors.

Content governance and quality review

• Identify and coordinate subject matter experts; review business, leadership and HR content for accuracy, relevance, inclusion and alignment with HSS practices before it moves into design and production.

• Apply the content governance, AI guardrails, review cycles and decision rights established by the Director; document decisions and escalate unresolved quality, privacy, accessibility, bias or healthcare-relevance concerns.

Facilitation and coaching

• Facilitate and co-facilitate Leadership Essentials, Managerial Essentials and front-line and aspiring leader programs, and conduct 360 and assessment debriefs.

• Build and calibrate the per diem facilitator pool with the Director, Leadership Development (the Program Manager schedules them), and provide reinforcement tools and manager toolkits that support application on the job.

Change and adoption

• Build change and adoption plans for each learning product. The Program Manager owns communications, the project plan, RACI and status reporting; you own content and stakeholder decisions.

• Coordinate the involvement of leaders, managers, sponsors and subject matter experts to support participation, reinforcement, and application on the job.

Evaluation and insight

• Measure application on the job and business impact, using dashboards built with the Systems Partner. Report what worked, what did not and what changes next.

• Manage your own projects to scope, timeline and quality.

HOW THIS ROLE IS MEASURED

Business-aligned objectives and target skills set before design on every program; manager-rated behavior change and skills readiness for participants; participant and manager feedback on facilitation; facilitator pool built and calibrated; Learning Design Briefs accepted by EI and approved by sponsors on schedule; stakeholder review cycles met.

Non-Discrimination Policy
Hospital for Special Surgery is committed to providing high quality care and skilled, compassionate, reliable service to our community in a safe and healing environment. Consistent with this commitment, Hospital for Special Surgery provides care, admits, and treats patients and provides all services without regard to age, race, color, creed, ethnicity, religion, national origin, culture, language, physical or mental disability, socioeconomic status, veteran or military status, marital status, sex, sexual orientation, gender identity or expression, or any other basis prohibited by federal, state, or local law or by accreditation standards.