Leadership Development Program Manager

About the role

FreedomCare is a healthcare company dedicated to revolutionizing the home care industry since 2016, supporting patients across the U.S. by empowering them to choose caregivers in the comfort of their own homes. The company’s values—Here For You, Own It, Do the Right Thing, and Be Positive—drive its high-integrity, empathetic approach to care. FreedomCare is now seeking a Leadership Development Program Manager to build an enterprise leadership capability from the ground up, embedding leadership development across the leader lifecycle for roles from Team Leads through senior leadership, and supporting individual contributors preparing to lead for the first time.

Responsibilities

• Own leadership capability strategy and roadmap, translating business priorities into clear ownership, sequenced investments, and measurable outcomes.
• Establish the fact base by assessing current leadership expectations, onboarding, development practices, talent data, business performance, and existing resources; identify capability gaps and recommend where to build, buy, adapt, or stop.
• Create FreedomCare’s leadership philosophy and competency model, defining observable behaviors and differentiated expectations by leadership scope and complexity.
• Architect one connected leadership lifecycle with Talent Acquisition, Learning & Talent Development, and Performance & Business Partners, aligning leadership success profiles and processes for selection, onboarding, manager development, performance, coaching, succession, and internal mobility.
• Set the enterprise standard for leadership onboarding and core management practices, ensuring consistent minimum experiences while allowing intentional departmental variation.
• Build practical development pathways for each leadership population, anchoring development in real business challenges, repeated practice, feedback, coaching, and application in the flow of work; use formal training only when appropriate.
• Own the portfolio from concept through scale, including pilots, priorities, governance, budget, vendors, technology, communications, adoption, and decisions to expand, redesign, or retire offerings.
• Create executive governance and sponsorship for leadership capability, clarifying decision rights, bringing forward evidence-based recommendations, and enlisting leaders to model and reinforce expectations.
• Earn adoption with operational leaders by co-designing solutions around business realities, embedding tools into existing operating rhythms, minimizing friction, and demonstrating value quickly.
• Build the measurement system for leadership effectiveness, setting baselines and targets, connecting talent indicators to business outcomes, publishing a clear scorecard, and using evidence to redirect investment and improve results.

Success Measures

• Foundation & Alignment: Within the first year, FreedomCare has an executive-approved leadership philosophy, competency model, current-state baseline, and multi-year roadmap with clear ownership and funded priorities.
• Leadership Onboarding: A common onboarding standard is live across defined leadership populations, with adoption, completion, quality, and time-to-effectiveness tracked by department and level.
• Behavior & Performance: Priority leadership behaviors improve baseline using manager, employee, and multi-rater feedback, with evidence of application to real business challenges.
• Bench strength & Mobility: Ready-now succession coverage, internal fill rates, promotion success, and retention of high-value leaders improve targets established from the initial baseline.
• Employee & Business Impact: Leadership investments show a credible relationship with improvements in engagement, regrettable attrition, team performance, and selected operational outcomes.
• Scalability & Adoption: Priority initiatives launch on time and within budget, adoption grows, reusable solutions expand across departments, and low-value work is redesigned or retired.

Education & Experience

• Bachelor’s degree in organizational development, industrial-organizational psychology, human resources, business, or a related field, or equivalent relevant experience; an advanced degree or recognized leadership development or coaching certification is preferred.
• 7+ years of progressive experience in leadership development, talent management, organizational development, or organizational effectiveness.
• 3+ years owning the design, launch, and expansion of enterprise leadership development initiatives or a portfolio serving multiple leadership levels.
• Demonstrated experience building a leadership development system from the ground up or materially transforming one in a high-growth or rapidly changing organization.
• Experience creating a leadership philosophy, competency model, or success framework and translating it into observable expectations, assessments, tools, and development pathways.
• Experience designing differentiated approaches for frontline, mid-level, senior, and executive leaders; experience supporting emerging or first-time leaders is strongly preferred.
• Experience using qualitative and quantitative data to diagnose leadership gaps, set priorities, measure behavior change, and make investment decisions.
• Experience in a high-growth, operationally demanding environment where speed, judgment, and practicality mattered.
• Demonstrated experience leveraging AI-enabled tools and emerging technologies to improve leadership development, talent practices, decision making, workforce insights, learning experiences, or employee productivity.
• Experience in healthcare, a regulated industry, or a distributed workforce is valuable but not required.

Qualifications

• Ability to think like an internal consultant and enterprise capability builder: start with the business problem, find the root cause, and choose the intervention that will change performance.
• Ability to conduct enterprise needs assessments using stakeholder interviews, employee and leader feedback, talent data, and operational performance indicators.
• Ability to translate business strategy into leadership requirements, competency models, development priorities, and a sequenced multi-year roadmap.
• Demonstrated program and portfolio management skills, including governance, budgets, vendors, technology, pilots, implementation, communications, and adoption.
• Ability to design enterprise standards that create consistency while allowing appropriate flexibility across departments and leadership populations.
• Ability to establish meaningful measures of leadership effectiveness, including behavior change, time to effectiveness, engagement, retention, promotion success, succession coverage, internal mobility, and relevant business outcomes.
• Strong communication skills, including the ability to present recommendations, clarify tradeoffs, facilitate decisions, and influence without authority.
• Energized by a blank sheet; ambiguity prompts questions, decisions, and momentum rather than a request for more infrastructure.

Benefits

• Competitive compensation
• Medical benefits
• Retirement plans
• Wellness programs
• Fun company events
• Ongoing learning opportunities

Pay

The base pay range for this role is between $100,000 and $125,000 per year at the commencement of employment. Compensation decisions are dependent upon factors including skill set, years of relevant experience, education, location, and licensure/certifications.