JOB RESPONSIBILITIES

• Coaching & Assessment - In partnership with key stakeholders, broaden the organizational approach to coaching to increase the success of leaders and realization of business imperatives through leadership onboarding, leadership coaching, and leader development with clear program impact to the business. Create and implement overall coaching strategy which may include guidance on leadership standards. Creates and curates an assessment toolbox aligned to the organization's needs and budget. Leverages external and internal assessment expertise. Conduct assessments to identify the strengths and weaknesses of current leaders within the organization. This may involve using various tools, such as 360-degree feedback, personality assessments, and competency frameworks.

• Measurement & Analysis - Determine relevant metrics for ongoing measurement; Utilize metrics to evaluate the effectiveness of programs and initiatives. Develop recommendations for program improvements based on trends identified in the evaluation process. Lead the generation of ideas and approaches to improve the effectiveness of existing programs and create new programs.

• Strategy Development & Execution - In alignment with future business needs, support the development of the organizational approach to leadership development including building the foundation of core practices, guiding principles, and philosophies aligned to the overall talent strategy. Develop an overall strategy for core portfolio leadership development programs that result in improved business outcomes. Serve as the internal subject matter expert regarding leadership development best practices as well as current trends and innovative new tools and methods. Effectively leverages external expertise/benchmarks in developing internal approaches.

• Consultation - Applies a depth of expertise to plan, design and develop learning programs, leadership development programs, technologies or support systems that facilitate the achievement of the institutions strategic goals. Collaborates with stakeholders to develop solutions that meet needs and reflect sound instructional and adult learning theories. Recognizes and communicates issues and trends to relevant work groups and assumes a leadership role in developing collaborative approaches to performance improvement. Integrates research, evidence-based practice and quality improvement findings into practice at the system and community level. Build and maintain strong relationships with stakeholders, understanding their needs and expectations, and ensuring the successful delivery of leadership development services. Assist in managing and implementing organizational change initiatives by providing leadership development programs tailored to address the challenges of change.

• Program Development & Implementation - Develop customized leadership development programs based on the specific needs of individuals or organizations. This may include creating training modules, workshops, and coaching plans. Deliver leadership development workshops, training sessions, and seminars to groups of leaders, addressing topics like effective communication, conflict resolution, decision-making, and other relevant skills. Offer guidance, support, and mentorship to emerging leaders, helping them grow and prepare for more significant leadership roles. Manage and continuously improve existing programs.

Understands and can effectively operate in a high leverage model. Represents Human Resources in words and actions across the organization.

JOB QUALIFICATIONS

• Bachelor's degree in leadership development, coaching, learning and development, organizational development or a related field related field

• 5+ years of work experience in a related job discipline

• Preferred: Certifications in leadership coaching (e.g., ICF), assessment tools (e.g., MBTI, DiSC, Hogan), or other relevant credentials can be advantageous

Primary Location

Lincoln Building

Schedule

Full time

Shift

Day (United States of America)

Department

Leadership Development

Employee Status

Regular

FTE

1

Weekly Hours

40

*Expected Starting Pay Range

*Annualized pay may vary based on FTE status

$91,520.00 - $116,688.00

At Cincinnati Children’s, we come to work with one goal: to make children’s health better. We believe in a holistic team approach, both in caring for patients and their families, and in advancing science and discovery. We strive to do better and find energy and inspiration in our shared purpose. If you want to be the best you can be, you can do it at Cincinnati Children’s.

Cincinnati Children's is:

• Recognized by U.S. News & World Report as a top 10 best Children's Hospitals in the nation for more than 15 years

• Consistently among the top 3 Children's Hospitals for National Institutes of Health (NIH) Funding

• Recognized as one of America’s Best Large Employers (2025), America’s Best Employers for New Grads (2025)

• One of the nation's America’s Most Innovative Companies as noted by Fortune

• Consistently certified as great place to work

• A Leading Disability Employer as noted by the National Organization on Disability

• Magnet® designated for the fourth consecutive time by the American Nurses Credentialing Center (ANCC)

We Embrace Innovation—Together. We believe in empowering our teams with the tools that help us work smarter and care better. That’s why we support the responsible use of artificial intelligence. By encouraging innovation, we’re creating space for new ideas, better outcomes, and a stronger future—for all of us.

Comprehensive job description provided upon request.

Cincinnati Children’s is proud to be an Equal Opportunity Employer committed to creating an environment of dignity and respect for all our employees, patients, and families. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, genetic information, national origin, sexual orientation, gender identity, disability or protected veteran status. EEO/Veteran/Disability