The Senior Program Manager, Inclusion and Engagement Workplace Programs, leads the design, implementation, and evaluation of learning, engagement, and external partnership initiatives that advance enterprise-wide inclusion and engagement goals at Dana-Farber Cancer Institute.
Reporting to the Director, this role manages a portfolio that includes:
•Scalable, multi-modal training and education programs
•Strategic communications and engagement efforts
•External partnerships, sponsorships, and workforce development pipelines
This position serves as a connector across internal teams and external organizations, ensuring that learning initiatives, communications strategies, and partnership investments are aligned, measurable, and contribute to inclusive hiring, workforce engagement, talent development, and institutional impact.
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.
- Strategic Program Planning and Portfolio Management: Translate I&E strategic priorities into an integrated portfolio of learning, engagement, and partnership initiatives. Develop project plans that align training programs, communications campaigns, and external sponsorship investments. Identify opportunities to leverage external partnerships to enhance internal programming and workforce development.
- External Partnerships, Sponsorships & Pathway Development: Research, evaluate, and manage strategic partnerships, sponsorships, and external programs aligned with institutional I&E and workforce priorities. Coordinate participation in external conferences, leadership programs, and community-based initiatives. Partner with colleges, universities, HBCUs, and other external organizations to support talent pipeline efforts aimed at creating a multifaceted workforce with varied perspectives, backgrounds and experiences. Track and assess the impact of sponsorships and partnerships on recruitment, retention, and engagement.
- Instructional Design and Continuous Improvement: Lead the design and development of inclusive, culturally responsive training programs by conducting needs assessments, defining learning objectives, and overseeing content creation. Incorporate adult-learning principles and universal design to ensure accessibility and effectiveness. Tailor content for clinical, research, faculty, and administrative audiences, using learner feedback and testing to refine programs iteratively for continuous improvement. Integrate external expertise and partnership-based learning opportunities into program offerings.
- Communications and Engagement Strategy: Develop and execute communications plans to promote learning programs, partnership opportunities, and engagement initiatives. Create accessible and inclusive materials. Partner with HR Communications to ensure alignment and consistency across messaging. Increase awareness and participation in programs across the workforce.
- Program Evaluation and Impact Measurement: Establish metrics across learning outcomes, engagement and participation, and sponsorship/partnership return on investment. Maintain accurate documentation to ensure compliance with institutional policies and procedures. Use trend analyses to identify areas for improvement and align programs with organizational goals.
- Stakeholder Engagement and Collaboration: Act as a strategic advisor to the Director, guiding portfolio priorities and ensuring alignment with enterprise I&E objectives. Serve as liaison across HR, Talent, Workforce Development, ERGs, and external partners. Support leaders in integrating I&E principles into workforce and operational practices. Facilitate cross-functional alignment between internal programs and external opportunities
- Operational Oversight and Resource Management: Manage budgets related to training programs, sponsorships, and events. Oversee logistics for external partnerships (contracts, invoicing, procurement). Coordinate program execution across multiple stakeholders.
Knowledge, Skills and Abilities
- Deep understanding of Inclusion & Engagement frameworks, cultural responsiveness, and inclusive workplace practices, with the ability to translate concepts into practical, applied programming.
- Demonstrated initiative and creativity, with strong attention to detail and the ability to independently advance ideas from concept through execution and follow-through.
- Strong program management expertise, including planning, execution, and evaluation of complex, cross-functional initiatives with multiple stakeholders.
- Experience building and managing relationships with internal stakeholders and external partners, including community organizations, professional associations, and conference or sponsorship entities.
- Strong communication skills, including the ability to develop clear, engaging, and accessible content across multiple formats (e.g., presentations, intranet, email campaigns, reports).
- Strong analytical skills, including experience with data collection, interpretation, and reporting to evaluate program effectiveness and inform decision-making.
- Ability to assess and synthesize information from multiple sources (e.g., program data, stakeholder input, external benchmarking) to inform recommendations and continuous improvement.
- Comfortability in managing competing priorities and navigating ambiguity in a fast-paced, evolving environment.
- Demonstrated ability to influence without direct authority and build trust across teams, functions, and levels of the organization.
- Strong collaboration skills, with the ability to work effectively within Inclusion and Engagement, as well as with internal and external partners.
- Excellent problem-solving and decision-making abilities, with a focus on strategic thinking and innovation.
- Proficiency in Microsoft Office Suite and project management tools; ability to leverage systems to support program tracking, reporting, and communication.
Minimum Job Qualifications
- Bachelor's Degree required, Master's Degree preferred
- Nine (9) years of relevant experience with progressively increasing responsibility of which at least six (6) years must be in program development, project management, organizational development, or comparable roles.
- Four (4) years designing and delivering inclusion and engagement or comparable initiatives within healthcare, education, or a similar environment.
- Proven experience as a people manager with a strong focus on educational leadership, coaching, team development, and performance management.
- Project or Program Management Professional certification is preferred.
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.
.
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).
$90,800.00 - $96,400.00
