VP, Learning and Development

Curana Health is a value-based care organization focused on improving the health, happiness, and dignity of seniors living in communities across the country. We partner with senior living operators to deliver longitudinal, high-quality care—bringing together clinical services, population health, and care management to drive better outcomes at scale . We are proud to be ranked #157 on the 2025 Inc. 5000 list of the fastest-growing private companies in the U.S .

We are equally intentional about how we build our organization in general, and our People function specifically .

We are rethinking what it means to do People well in Healthcare S ervices. At Curana , the People team operates like a product organization. Our “customer” is the Curana team—especially providers and front-line leaders—and our mandate is to design experiences, systems, and infrastructure that help them do their best work while keep ing up with Curana’s astounding growth.

Learning is a core part of that system. It’s how we translate insights into clinical excellence , reduce noise, and help the organization stay focused as we scale. Internal communication is closely connected—ensuring that what we build is clear, usable, and actually lands.

Summary

We’re hiring a VP of Learning & Development to lead how Curana builds capability across the organization. This role sits on the People Leadership Team and is responsible for translating business priorities into learning that actually works , especially for providers and operational leaders. You will set direction, own the systems and platforms behind it, and partner directly with executive and clinical leadership. This is a senior leadership role requiring both strategic clarity and operational depth.

Essential Duties & Responsibilities

What You’ll Own :

• Enterprise learning strategy across key employee groups
• Internal communication approach as it relates to learning and organizational clarity
• Core systems and platforms supporting learning (e.g., LMS, intranet, AI-enabled tools)
• Standards, governance, and overall quality of learning
• External partners, vendors, and associated budget
• A multidisciplinary team spanning learning, clinical education, operations, and communications
  
  

What This Role Requires

You will operate across multiple levels:

• Helping the organization focus on what matters, and making learning and communication support that—not add noise
• Moving between strategy conversations and hands-on problem solving
• Staying grounded in how learning and communication show up for providers and front-line leaders
• Helping senior leaders use learning and communication more effectively with their teams
• Navigating competing priorities and aligning stakeholders with different needs
• We are seeking a leader who is equally comfortable setting direction and engaging in the details
  
  

Qualifications

Experience :

• 10–15+ years of experience in learning, talent, or workforce capability roles
• Experience supporting learning for P roviders required ; strong preference for healthcare services or medical group environments
• Experience operating in high - ambiguity, fast - paced environments ; Curana’s success belies its maturity- we’re five years old
• Experience partnering closely with senior executives and clinical leaders
• Experience leading multi-disciplinary teams
• Track record of building and improving systems, not just running programs
  
  

Education

• Bachelor’s degree required
• Advanced degree (MBA, MHA, MPH, or similar) preferred
  
  

What Good Looks Like

• Learning is practical, relevant, and aligned to real workflows
• Leaders use learning and communication to support their teams — not create additional burden
• Communication is clear, consistent, and supports execution
• The organization scales capability without adding unnecessary complexity
• T eam members are developing and expanding their scope as the company grows
  
  

Wh o Will Struggle Here

• Leaders who default to building programs they have seen before instead of solving real bu siness proble ms
• Leaders who stay too high-level and avoid engaging in the details , or who cannot balance when to be scrappy versus when to be systematic
• Leaders who need certainty- you have to be comfortable acting on 80/20 information at best
• Leaders who do not thrive in ambiguity; as an executive with cross-functional stakeholders, you must be a clarity creator
• Leaders who are not i nterested in building on and improving upon what exists at Curana today