Manager, Leadership & Management Development

The Manager of Leadership & Manager Development is responsible for assessing the development needs of leaders and managers and developing and executing multi-year plans to measurably improve their effectiveness in ways that support current and future goals of the business. These plans will include development programs, practices, and initiatives that improve to enhance the skills, experience and performance of our leaders and managers.

The Manager will have one or more direct reports, with responsibility for day-to-day oversight of their work, their performance, and their career development. The team will collaborate closely with our People Strategy (HR generalist / business partner) team to understand development needs and deliver leader and manager solutions. The successful candidate(s) will be a strategic thinker with a passion for talent management and a track record of driving human capital development within organizations.

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS, and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.
 

• Leader and Manager Development: Create a culture of people manager excellence by working with leaders and stakeholders to establish clear expectations and incentives for leading people. In collaboration with others, define the most important skills and expected

• Strategic Needs Analysis & Development Consulting: Conduct leadership needs assessments across Frontline, Mid-level, Senior, and Executive levels to identify critical skill gaps. Partner with leaders, managers, and the People Strategy team to surface diverse perspectives on development priorities. Act as an internal consultant to diagnose team performance issues and recommend targeted Organizational Development (OD) solutions. Stay current on industry trends to advise on emerging leadership needs and future-proof the talent pipeline. Gather insights from the People Strategy team on organizational challenges that suggest talent development solutions, and assess program effectiveness accordingly. Collaborate with executive stakeholders to embed leadership competencies into HR practices, co-design programs, and enable coaching, mentorship, and mobility for high-potential leaders.

• Manager Effectiveness & OD Solutions: Build frameworks and toolkits to improve manager effectiveness, focusing on performance management, team development, engagement, and inclusive leadership. In collaboration with peers, design and implement OD interventions (e.g., change initiatives, team effectiveness sessions, 360-degree feedback). Foster a culture of manager excellence by establishing clear expectations and incentives for leading people. Define core manager skills and behaviors at DFCI and build long-term capability through consistent best practices, tools, and assessments.

• Program Design and Delivery: Design and implement comprehensive talent development programs that balance experiential learning, mobility, mentoring, and formal learning. Partner with the HR Learning team to develop engaging blended learning experiences, including workshops and e-learning modules. Facilitate development sessions for senior leaders that are engaging, practical, and culturally aligned. Deliver programs tailored to audience segmentation, modality, and success metrics to ensure relevance and engagement.

• Performance Evaluation: Establish KPIs and evaluation methods (e.g., Kirkpatrick Model) to measure ROI and behavioral impact. Analyze data and feedback to continuously improve programs.

• Stakeholder and Change Management: Engage in strategic planning, analyze complex challenges, and build alignment around solutions. Effectively manage change, balancing innovation with stability while navigating resistance and barriers. Partner with the Organizational Change Management CoE to support leader development and team effectiveness.

• Collaboration and Partnership: Build strong cross-functional relationships to align with Institute goals. Partner with external providers, academic institutions, and professional organizations to leverage expertise.

• Budget and Vendor Management: Manage the talent development budget to ensure cost-effective solutions. Develop strong vendor partnerships to extend internal capabilities and access best-in-class offerings.

• Compliance and Quality Assurance: Ensure all initiatives comply with applicable laws and align with DFCI values and policies. Maintain high standards for content quality and delivery.

• Team Management: Demonstrate leadership, integrity, and the ability to develop and inspire a diverse team. Enable the team to meet goals, adopt innovative approaches, and deliver high-quality service at scale. Foster a psychologically safe environment where all team members can thrive. Exercise sound judgment, take appropriate risks, and act decisively to achieve strong outcomes.

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED: 

• Proven track record in designing and implementing successful talent development programs

• Strong knowledge of adult learning principles, instructional design, and training methodologies

• Excellent communication and presentation skills

• Ability to manage multiple projects and initiatives simultaneously

• Strong project management skills, managing multiple initiatives and priorities simultaneously

• Exceptional analytical and problem-solving abilities, using data to drive talent management decisions

 

MINIMUM JOB QUALIFICATIONS:

• Bachelor's degree in human resources, organizational development, education, or a related field required. Master’s degree preferred.

• Minimum of seven years of experience in talent development, organizational development or a related field with a focus on designing and implementing people manager enabling programs and processes required.

• Certified Professional in Talent Development (CPTD) or similar credentials is preferred but not required.

 

SUPERVISORY RESPONSIBILITIES:

Directly manages Leadership and Management Development Consultant.

 

PATIENT CONTACT: None

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are committed to having faculty and staff who offer multifaceted experiences. Cancer knows no boundaries and when it comes to hiring the most dedicated and compassionate professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.  

EEO Poster

.

Pay Transparency Statement

The hiring range is based on market pay structures, with individual salaries determined by factors such as business needs, market conditions, internal equity, and based on the candidate’s relevant experience, skills and qualifications.

For union positions, the pay range is determined by the Collective Bargaining Agreement (CBA).

$134,600.00 - $154,000.00