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Vice President Learning Development Jobs in Tennessee

Gentiva

RVP Business Development

Nashville, TN

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Overview The Regional Vice President of Business Development (RVPBD) is responsible for leading, developing, and optimizing business development performance across a designated multi-state region.

GEODIS

Vice President - Client Experience (CX)

Brentwood, TN · Hybrid

$131K - $167K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

VP - Client Experience (CX) Who We Are: GEODIS specializes in unlocking business value in a complex ... Partner with Vertical Leader and Operations in the development and acceptance of the Annual ...

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Vice President Learning Development information

See Tennessee salary details

$59.4K

$133.8K

$223.7K

How much do vice president learning development jobs pay per year?

As of Aug 15, 2026, the average yearly pay for vice president learning development in Tennessee is $133,808.00, according to ZipRecruiter salary data. Most workers in this role earn between $104,400.00 and $159,300.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a vice president learning development?

To thrive as a Vice President Learning Development, you need deep expertise in learning strategy, organizational development, and talent management, typically supported by a bachelor’s or master’s degree in education, human resources, or a related field. Experience with learning management systems (LMS), e-learning platforms, and industry certifications such as CPLP or ATD are commonly required. Exceptional leadership, strategic vision, and strong communication skills set successful candidates apart. These qualifications enable you to drive impactful learning initiatives that align with business goals and foster continuous growth within the organization.

What does a Vice President Learning Development do?

A Vice President of Learning Development oversees the design, implementation, and management of training programs to enhance employee skills and organizational growth. They develop strategic learning initiatives, collaborate with leadership, and often utilize learning management systems (LMS) to measure program effectiveness.

What are the main challenges faced by a vice president learning development, and how are they addressed?

Vice Presidents of Learning Development often face challenges such as aligning learning programs with evolving business objectives and ensuring consistent engagement across diverse teams. Addressing these requires close collaboration with executive leadership, proactive analysis of organizational needs, and the ability to adapt programs based on feedback and measurable outcomes. Successful leaders in this role leverage data-driven insights to drive program effectiveness and foster a culture of continuous improvement. By staying current with industry trends and leveraging the latest technologies, they ensure the learning strategy remains impactful and relevant.

What is a vice president learning development?

A Vice President of Learning and Development oversees an organization's training and professional growth strategies. They design and implement programs to enhance employee skills, leadership development, and organizational performance. This role collaborates with senior leaders to align learning initiatives with business goals, ensuring workforce readiness and continuous improvement. Additionally, they evaluate training effectiveness, manage budgets, and leverage technology for innovative learning solutions.

What are the most commonly searched types of Learning Development jobs in Tennessee?

The most popular types of Learning Development jobs in Tennessee are:

What are popular job titles related to Vice President Learning Development jobs in Tennessee?

For Vice President Learning Development jobs in Tennessee, the most frequently searched job titles are:

What job categories do people searching Vice President Learning Development jobs in Tennessee look for?

The top searched job categories for Vice President Learning Development jobs in Tennessee are:

What cities in Tennessee are hiring for Vice President Learning Development jobs?

Cities in Tennessee with the most Vice President Learning Development job openings:

Vice President Learning Development jobs near you

VP of Utilization Review

ODYSSEY BEHAVIORAL GROUP

Franklin, TN • On-site, Remote

Full-time

Re-posted 17 days ago

Job description

Position Summary
The Vice President of Utilization Review (VP of UR) provides strategic and operational leadership for the enterprise-wide Utilization Review function across all behavioral health service lines and levels of care. This executive leader is responsible for developing, standardizing, optimizing, and overseeing utilization management practices that support quality care, appropriate reimbursement, regulatory compliance, payer relationships, and organizational financial performance.
The VP of UR partners closely with Executive Leadership, Clinical Operations, Revenue Cycle, Admissions, Nursing, Compliance, Business Development, and Finance to ensure utilization management processes align with organizational goals, evidence-based practices, and payer requirements. This role is responsible for driving performance improvement initiatives related to authorizations, denials management, length of stay optimization, appeals, documentation integrity, and payer strategy.
The VP of UR serves as the enterprise subject matter expert for utilization management and develops scalable systems, reporting structures, KPIs, and accountability processes to support continued organizational growth and operational excellence.
Relationships and Contacts
Within the organization: Maintains frequent and collaborative working relationships with the Chief Clinical Officer, Executive Leadership, Divisional CEOs, Chief Financial Officer, Revenue Cycle leadership, Business Development, Admissions, Nursing leadership, Medical leadership, Compliance, Risk Management, Operations leadership, and all clinical team members across the organization.
Outside the organization: Develops and maintains strategic relationships with insurance organizations, managed care companies, external review organizations, payer representatives, referral partners, vendors, and consultants, as appropriate.
Position Responsibilities
Essential Responsibilities
  1. Provides executive oversight and strategic direction for all enterprise Utilization Review operations across multiple facilities, service lines, and states.
  2. Develops and implements standardized enterprise-wide UR processes, workflows, policies, and documentation standards to improve operational consistency and payer outcomes.
  3. Oversees authorization management, concurrent review processes, denial prevention strategies, appeals management, retrospective reviews, and payer escalation processes.
  4. Partners with Clinical, Nursing, Admissions, and Revenue Cycle teams to ensure documentation supports medical necessity, level of care determinations, and reimbursement optimization.
  5. Develops enterprise KPI dashboards and reporting structures related to denials, overturn rates, authorization timeliness, payer trends, reimbursement performance, length of stay management, and utilization efficiency.
  6. Identifies trends, gaps, and opportunities within utilization management processes and leads performance improvement initiatives to enhance operational and financial outcomes.
  7. Collaborates with executive leadership regarding payer contracting strategy, authorization challenges, network access issues, and value-based care initiatives.
  8. Serves as an organizational expert regarding payer requirements, medical necessity criteria, utilization management regulations, and behavioral health reimbursement practices.
  9. Oversees recruitment, onboarding, training, mentorship, performance management, and leadership development for enterprise UR leadership and staff.
  10. Conducts regular audits and quality reviews to ensure compliance with regulatory requirements, payer expectations, and organizational standards.
  11. Develops escalation pathways and support structures for complex cases, difficult payer interactions, and high-risk authorization issues.
  12. Leads enterprise education initiatives related to documentation integrity, medical necessity standards, payer trends, and authorization best practices.
  13. Collaborates with Information Technology and EHR leadership to optimize utilization review workflows, reporting capabilities, automation opportunities, and data integrity.
  14. Supports organizational growth initiatives, acquisitions, new program development, and expansion strategies through scalable utilization management processes.
  15. Participates in executive meetings, operational reviews, and strategic planning initiatives as a key organizational leader.
  16. Maintains strict confidentiality of all company, departmental, patient, payer, and healthcare provider information.
  17. Reports enterprise risks, payer concerns, and operational barriers to executive leadership with recommendations for resolution and mitigation.

Education and Experience
Bachelor's degree required, master's degree in nursing, Healthcare Administration, Business Administration, or related healthcare field preferred. Clinical licensure preferred (RN, LCSW, LPC, LMFT, or comparable behavioral health licensure). Requires a minimum of seven (7) years of progressive Utilization Review leadership experience within behavioral health, including large multi-site or enterprise oversight responsibilities. Previous experience developing KPIs, reporting analytics, dashboards, and executive-level operational presentations is required.
Physical Requirements
  • While performing the duties of this job, the employee must communicate with internal and external stakeholders and vendors.
  • Tolerant to various noise levels: noise level in the work environment varies - may be quiet to moderate noise levels.
  • Job performance will require the ability to move throughout the building as well as sit or remain stationary for extended periods of time.
  • While performing the duties of this job, the employee may be required to talk or hear, sit, stand, walk, and reach.
  • Ability to travel by various forms of transportation, including automobiles and airplane.

Additional Requirements
  • Position requires incumbent to have a valid driver's license and acceptable driving record.
  • Clearance of TB test, and any other mandatory state/federal requirements.

Skill Competencies
  • Demonstrates executive leadership and strategic planning capabilities.
  • Demonstrates the ability to lead enterprise-wide operational change and process improvement initiatives.
  • Demonstrates extensive knowledge of behavioral health levels of care, medical necessity criteria, payer operations, reimbursement methodologies, and regulatory requirements.
  • Demonstrates experience leading large-scale operational improvement initiatives and enterprise standardization efforts.
  • Demonstrates a strong understanding of managed care contracting, denial management, appeals processes, and payer negotiation strategies.
  • Demonstrates strong financial acumen with understanding of reimbursement, payer strategy, and revenue optimization.
  • Demonstrates ability to successfully function under pressure in critical and rapidly changing situations.
  • Demonstrates ability to effectively manage conflict, escalation, and crisis situations.
  • Demonstrates strong analytical, problem-solving, and decision-making skills.
  • Demonstrates exceptional organizational and project management skills.
  • Demonstrates excellent interpersonal, relationship-building, and executive communication skills.
  • Demonstrates the ability to influence cross-functional teams and build organizational alignment.
  • Demonstrates a prominent level of discretion, professionalism, and accountability.
  • Demonstrates strong diligence and follow-through.
  • Demonstrates proficiency with Microsoft Office programs, reporting systems, EHR platforms, and data analytics tools.
  • Consistently demonstrates and models alignment with company mission, values, and leadership expectations.

Odyssey Behavioral Healthcare, LLC provides equal employment opportunities without regard to race, color, creed, ancestry, national origin, ethnicity, sex, gender, sexual orientation, marital status, religion, age, disability, gender identity, genetic information, service in the military, or any other characteristic protected under applicable federal, state, or local law. Equal employment opportunities apply to all terms and conditions of employment. Odyssey reserves the right to modify, interpret, or apply this job description in any way the organization desires. This job description in no way implies that these are the only duties, including essential duties, to be performed by the employee occupying this position. Reasonable accommodations may be made to reasonably accommodate qualified individuals with disabilities. This job description is not an employment contract, implied or otherwise. The employment relationship remains "At-Will."

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