What are the responsibilities and job description for the Senior Managing Director, Training and Performance Management position at Intercare Home Page?
Description & Requirements
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Description
Salary: Starting at 155k
Location: The location for this job is posted from our headquarters but applicants from any of our territories are welcome to apply.
Required Qualifications
- Master's degree in Education, Psychology, ABA, or related field
- BCBA certification preferred
- 10 years experience in training and development
- 7 years experience in ABA therapy or related behavioral health field
- 5 years in leadership positions
- Demonstrated success in developing and implementing training programs
- Strong understanding of learning principles
- Excellent project management and organizational skills
- Superior communication and presentation abilities
- Experience with learning management systems and training technologies
Preferred Qualifications
- Experience in healthcare or clinical settings
- Published research or presentations in the field
- Advanced certifications in training or performance management
- Experience with instructional design
- Knowledge of e-learning platforms and digital learning tools
Required Skills
- Strategic planning and execution
- Leadership and team development
- Program development and management
- Data analysis and reporting
- Budget management
- Change management
- Stakeholder management
- Problem-solving and decision-making
- Cross-functional collaboration
- Public speaking and presentation
Company Description
Intercare Therapy, Inc. (ICT) provides evidence-based behavior therapy services that support individuals with autism and related disorders and their families. Our mission is to increase independence and improve the quality of life of our client families.
As an ICT team member, you will gain firsthand experience working to ensure our regular and on-going commitment to evidence-based practices.
Job Description
The Senior Managing Director of Training and Performance Management at Intercare Therapy is a strategic leadership role responsible for developing and executing the organization's training vision, ensuring clinical and administrative excellence through comprehensive staff development programs including continued education and driving performance management initiatives. This position plays a crucial role in maintaining Intercare's high standards of performance across all services lines including driving cross-functional excellence and efficiency.
Reports to: Chief People Officer
Strategic Leadership Responsibilities
Vision and Strategy
- Develop and implement the strategic vision for Intercare's training and continuing education programs
- Align training initiatives with organizational goals and clinical excellence standards
- Create and maintain a comprehensive competency framework for all clinical roles
- Drive innovation in training methodologies and performance development
- Collaborate with executive leadership to ensure training supports business objectives
- Lead the development of annual and long-term training strategic plans
Program Development and Oversight
- Design and oversee comprehensive training curricula for all clinical positions
- Establish clear links between training outcomes across clinical and operational competencies
- Develop and implement performance management systems
- Oversee the development of specialized training programs for advanced clinical skills
- Ensure training programs meet or exceed industry standards and regulatory requirements
Team Leadership
- Lead and mentor a team of training specialists and performance management professionals
- Establish performance metrics and goals for the training department
- Drive continuous improvement in training delivery and effectiveness
- Foster a culture of learning and professional development
- Manage departmental budget and resource allocation
- Provide regular reporting on training effectiveness and ROI
Quality Assurance
- Establish quality metrics for training programs
- Monitor and evaluate training effectiveness through data-driven approaches
- Ensure compliance with certification requirements and continuing education standards
- Develop and maintain training quality assurance processes
- Lead regular audits of training programs and materials
- Create and monitor performance improvement plans
Key Responsibilities
Training Oversight
- Direct the development of new training programs and materials
- Oversee the training delivery process across all locations
- Ensure consistency in training delivery and outcomes
- Manage relationships with external training partners and vendors
- Lead the integration of new technologies and methodologies in training
- Oversee the maintenance and updates of training materials
- Establish and maintain minimum training passage rates across all programs
- Develop interventions and support systems for training participants not meeting standards
- Create and monitor field readiness assessment tools and metrics
- Report monthly on training passage rates and field readiness scores to executive leadership
Training Metrics and Field Readiness
- Set and monitor target training passage rates for all clinical roles
- Develop comprehensive field readiness scoring criteria for each position
- Implement standardized field readiness assessments across all locations
- Create remediation plans for teams or locations not meeting passage rate targets
- Design and oversee post-training field evaluation processes
- Establish correlations between training scores and field performance
- Conduct quarterly analysis of passage rates and field readiness trends
- Develop predictive models for training success and field performance
Performance Management
- Develop performance management frameworks
- Create systems for tracking and evaluating clinical and operational administrative competencies
- Implement performance improvement initiatives
- Design and oversee mentorship programs
- Establish clear performance metrics and evaluation criteria
- Lead performance review processes
Performance Metrics Expansion
- Monitor and report on key training effectiveness indicators:
- Initial training passage rates
- Remediation success rates
- Time to field readiness
- Post-training competency scores
- Field implementation success rates
- Long-term skill retention rates
Establish benchmarks for:
- Minimum acceptable passage rates
- Target field readiness scores
- Time-to-competency standards
- Performance maintenance thresholds
Organizational Development
- Partner with HR on staff development initiatives
- Contribute to succession planning efforts
- Support organizational change management through training
- Develop leadership training programs
- Foster a culture of continuous learning
- Drive employee engagement through development opportunities
