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Hospital Organizational Learning Development Jobs

Verisign

Sr Organizational L&D Specialist

Reston, VA

$123K - $167K/yr

The Sr. Organizational Learning and Development Specialist will support driving the design and delivery of Verisign learning curriculum and take responsibility for key initiatives that includes ...

Addison Group

Learning & Development Lead

Erie, PA · On-site

$65K - $70K/yr

Addison Group is partnering with a mission-driven organization seeking a Learning & Development Lead to support employee onboarding, compliance education, and ongoing workforce development ...

Addison Group

Learning & Development Lead

Erie, PA

$65K - $70K/yr

Addison Group is partnering with a mission-driven organization seeking a Learning & Development Lead to support employee onboarding, compliance education, and ongoing workforce development ...

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Hospital Organizational Learning Development information

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$74.5K

$112K

$163K

How much do hospital organizational learning development jobs pay per year?

As of Jun 6, 2026, the average yearly pay for hospital organizational learning development in the United States is $112,050.00, according to ZipRecruiter salary data. Most workers in this role earn between $95,500.00 and $124,000.00 per year, depending on experience, location, and employer.

How does a Hospital Organizational Learning Development professional typically collaborate with clinical and administrative staff to implement training programs?

Hospital Organizational Learning Development professionals work closely with both clinical and administrative teams to identify learning needs, design tailored training sessions, and facilitate knowledge sharing across departments. They regularly coordinate with nurse educators, department heads, and HR to ensure that programs are relevant, evidence-based, and aligned with hospital goals. Frequent collaboration involves conducting needs assessments, gathering feedback, and adjusting strategies to enhance staff competency and patient care. This cross-functional teamwork is vital for fostering a culture of continuous improvement within the hospital environment.

What are the key skills and qualifications needed to thrive in Hospital Organizational Learning and Development, and why are they important?

To thrive in Hospital Organizational Learning and Development, you need expertise in adult learning theory, instructional design, and healthcare industry knowledge, often supported by a degree in education, organizational development, or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and relevant certifications like CPLP or SHRM is typically expected. Strong communication, facilitation, and change management skills help foster engagement and drive successful learning initiatives. These competencies are vital to ensure staff are well-trained, compliant, and able to deliver high-quality patient care in a constantly evolving healthcare environment.

What is hospital organizational learning and development?

Hospital Organizational Learning and Development refers to the processes and programs put in place to enhance the knowledge, skills, and competencies of hospital staff and leadership. This function focuses on continuous education, professional development, and organizational improvement to ensure high-quality patient care and operational efficiency. It often includes training sessions, leadership development programs, and initiatives to promote a culture of learning within the hospital. The goal is to adapt to changing healthcare environments, improve patient outcomes, and support staff growth.

What is the difference between Hospital Organizational Learning Development vs Hospital Training Coordinator?

AspectHospital Organizational Learning DevelopmentHospital Training Coordinator
Primary FocusDesigning and implementing organizational learning strategies, leadership development, and continuous improvement initiativesCoordinating and delivering specific training sessions and educational programs for staff
Required CredentialsRelevant certifications in learning and development, healthcare education, or related fields; often a degree in healthcare administration or educationHealthcare or training certifications; experience in staff education and training
Work EnvironmentStrategic planning, collaboration with leadership, and program development within hospital settingsClassroom or online training sessions, direct interaction with staff, and logistical coordination

Hospital Organizational Learning Development focuses on creating comprehensive learning strategies and leadership programs to enhance hospital performance. In contrast, Hospital Training Coordinators handle the execution of specific training sessions. Both roles are vital for staff development but differ in scope and strategic involvement.

Infographic showing various Hospital Organizational Learning Development job openings in the United States as of May 2026, with employment types broken down into 95% Full Time, and 5% Contract. Highlights an 100% In-person job distribution, with an average salary of $112,050 per year, or $53.9 per hour.
Organizational Development & Learning Consultant | Corporate (remote/hybrid)

Organizational Development & Learning Consultant | Corporate (remote/hybrid)

UF Health

Gainesville, FL • On-site, Remote

Full-time

Posted 11 days ago

Job description

Overview
****Position is remote and available to candidates residing within the UF Health service footprint. Occasional travel to various UF Health locations will be required******
Are you a dynamic learning and development professional ready to shape the executive experience at one of the nation's leading academic health systems?
UF Health Corporate is seeking an Organizational Development Consultant to join their team. This role is a strategic internal consultant on Learning and Development. This role partners with leaders, HR Business Partners, and cross-functional stakeholders across UF Health to advance initiatives that strengthen organizational learning, lead, improve team member experience, and support performance and engagement across the enterprise.
Consultants in this role operate at both strategic and operational levels. They own defined workstreams within their area of focus, contribute to enterprise-wide culture and team member experience initiatives, and manage vendor relationships that support program delivery. The role requires the ability to diagnose organizational learning and development needs, and drive execution across a complex, matrixed health system.
Responsibilities
Strategic Consultation and Partnership
  • Act as an internal organizational consultant supporting enterprise culture, performance, engagement, and team member experience initiatives.
  • Partner with leaders at multiple organizational levels to identify needs, recommend solutions, and translate organizational priorities into actionable strategies that balance system goals with operational feasibility.
  • Build and sustain collaborative partnerships across HR, Operations, Nursing, and functional teams to support initiative alignment and execution.

Learning & Development and Change Management
  • Design scalable multi-level learning and leadership programs, owning the design, implementation, optimization, and sustainability of organizational processes and initiatives within assigned areas of culture and team member experience.
  • Collaborate to integrate solutions, develop scalable processes, tools, and resources that support enterprise rollout and adoption, helping leaders and teams navigate evolving processes, systems, and priorities.
  • Identify and manage vendor relationships that support program delivery, including scoping work, coordinating logistics, and evaluating vendor performance.

Cross-System Collaboration
  • Work across UF Health markets, departments, and functional areas to promote alignment, consistency, and shared organizational approaches.
  • Support enterprise alignment while recognizing and accounting for local operational needs and market-specific contexts.
  • Coordinate with cross-functional teams to support integrated solutions and avoid siloed or regional approaches.

Qualifications
Education
  • Bachelor's degree in organizational development, Human Resources, Industrial-Organizational Psychology, Healthcare Administration, Business Administration, or a closely related field required.
  • Master's degree in organizational development, I-O Psychology, MBA with HR concentration, or related field preferred.

Experience
  • 2-5 years of progressive experience in organizational development, HR consulting, culture strategy, employee experience, or a related field.
  • Demonstrated experience consulting with leaders at multiple organizational levels and translating organizational priorities into strategy and action.
  • Experience supporting or leading enterprise-wide initiatives in complex, matrixed organizations.
  • Experience managing vendor relationships in support of organizational programs or initiatives.
  • Experience with LMS, programmatic design and development, organizational learning implementation and strategies (Learning & Development)
  • Experience in a healthcare, hospital, or health system environment preferred.

License & Certifications:
  • SHRM-CP, SHRM-SCP, or SPHR preferred.
  • Prosci Change Management Practitioner or equivalent preferred.
  • ICF Coaching Credential (ACC or higher) preferred.
  • ODN Certification preferred.

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