Associate Director, Enterprise Learning & Capability Solutions - Remote

UnitedHealth Group is a health care and well-being company that’s dedicated to improving the health outcomes of millions around the world. We are comprised of two distinct and complementary businesses, UnitedHealthcare and Optum, working to build a better health system for all. Here, your contributions matter as they will help transform health care for years to come. Make an impact with a team that shares your passion for helping others. Join us in making healthcare work better for everyone through people-led, responsible AI while Caring. Connecting. Growing together.

The Associate Director, Enterprise Learning & Capability Solutions leads the design, development, delivery, and continuous improvement of enterprise learning solutions aligned to established Enterprise Learning priorities. The role partners with leaders, subject matter experts, People Team colleagues, technology teams, and external partners to translate capability needs into practical, scalable, and engaging learning experiences. The role also helps shape the Enterprise Learning roadmap by identifying emerging capability needs, testing solution options, and translating evidence into prioritization recommendations.

This leader owns assigned learning solutions from discovery through deployment, adoption, measurement, and continuous improvement. The work may include enterprise learning pathways, facilitated experiences, certifications, skill validation, AI fluency and application programs, leader enablement, and other priority capability solutions. The role is expected to be innovative and create new solutions by applying AI, automation, digital tools, simulations, human-centered design, and other emerging methods. Success requires creative problem solving, consultative partnership, and hands-on execution, with a strong focus on learner experience, business relevance, adoption, scalability, and measurable application. This includes building new capability solutions from concept through pilot and scale - not simply maintaining existing programs - and making clear recommendations to evolve, integrate, simplify, or retire existing offerings when evidence supports a change.

What Success Looks Like

• Assigned Enterprise Learning priorities are translated into clear, audience-specific solutions that employees and leaders can apply in their work
• Programs move beyond content completion to build and validate practical capability through application, assessment, feedback, and reinforcement
• Assigned learning solutions have defined audiences, implementation roadmaps, roles, measures, and sustainment plans
• Business and People Team partners receive practical learning solutions that address capability needs without duplicating business-owned or function-specific learning
• New ideas are converted into practical prototypes and phased launches, with evidence used to decide what should scale, change, integrate, or stop
• Capability needs are diagnosed before solution design, with learning used where it is the right lever and non-learning interventions identified or escalated when they will better address the underlying business need
• Proficiency expectations are translated into practical, scalable validation approaches that show whether employees can apply priority capabilities in context, not simply complete learning
• Leaders receive concise, decision-ready recommendations on solution design, implementation, scale, adoption, and outcomes

You’ll enjoy the flexibility to work remotely * from anywhere within the U.S. as you take on some tough challenges.

Primary Responsibilities:

• Enterprise Learning Solution Leadership
• Lead the design and execution of assigned enterprise learning solutions aligned to established priorities, capability needs, and the Enterprise Learning roadmap
• Translate strategic direction, stakeholder input, subject matter expertise, and learner needs into clear target audiences, solution approaches, learning experiences, and success measures
• Develop program roadmaps, implementation plans, and phased deployment approaches for assigned learning solutions
• Recommend how assigned solutions should be developed, piloted, improved, integrated, scaled, sustained, partnered, or retired while avoiding duplication of role-specific offerings owned elsewhere
• Help shape portfolio prioritization by clarifying the problem to solve, expected value, target population, dependencies, ownership, and the tradeoffs required to focus investment on the highest-value enterprise capability needs
• Learning Product & Program Ownership
• Own assigned learning products and programs end to end, including discovery, requirements, experience design, development, piloting, launch, adoption, measurement, and continuous improvement
• Define minimum viable experiences and phased implementation plans that balance speed, quality, scalability, learner needs, and available resources
• Create clear delivery approaches, roles, decision points, dependencies, and sustainment plans for solutions that span multiple teams
• Maintain a clear product roadmap or backlog for assigned solutions, prioritizing enhancements based on learner needs, business value, evidence, adoption, and available capacity rather than treating every request as a requirement
• Manage multiple concurrent initiatives while maintaining quality, momentum, stakeholder alignment, and visibility to risks and decisions
• Learning Experience, Pathway & Certification Design
• Design scalable learning journeys that may combine self-directed learning, facilitated practice, peer learning, simulations, assessments, capstones, coaching, job aids, and workflow reinforcement
• Develop audience-based pathways that make learning relevant to employees, people leaders, specialized populations, and enterprise priority groups
• Create capability validation and certification approaches that emphasize demonstrated application and credible evidence, not completion alone
• Define practical proficiency expectations and observable evidence of readiness, application, and performance for assigned capability solutions
• Design scalable validation approaches that balance rigor, business relevance, learner experience, and ease of implementation, without creating unnecessary assessment infrastructure
• Partner with Workforce Intelligence, Talent, business stakeholders, and relevant assessment experts to align validation methods with priority capability needs while avoiding ownership of enterprise skills taxonomies or measurement systems
• Partner with instructional design, facilitation, platform, content, and subject matter experts to create cohesive and accessible learner experiences
• Facilitation, Activation & Adoption
• Facilitate high-impact learning sessions, working sessions, pilots, leader briefings, and stakeholder experiences as needed
• Develop activation plans that connect communications, leader sponsorship, enrollment, learner support, communities, reinforcement, and post-program application
• Use pilots, feedback loops, and learner insights to improve relevance, usability, and adoption before broader scale
• Equip leaders and partners with practical messaging, tools, and guidance to support learning transfer and sustained use
• Capability Innovation & Solution Design
• Identify opportunities to improve capability development, learner experience, application, and scale through innovative methods and technology-enabled solutions
• Design new capability-building solutions that extend beyond traditional courses and may incorporate AI, automation, digital tools, agents, simulations, adaptive practice, assessments, performance support, and learning in the flow of work
• Translate an emerging technology or method into a practical learning use case, prototype, pilot, and evidence-based recommendation
• Use AI and automation as both solution components and design accelerators for research, content development, personalization, practice, performance support, and workflow integration, while applying appropriate enterprise guardrails and validating quality and learner value
• Lead rapid experimentation to test desirability, feasibility, effectiveness, responsible use, and scalability before broader investment or deployment
• Create reusable approaches, assets, and design patterns so successful innovations can be adapted across Enterprise Learning programs
• Evaluate internal capabilities and external solutions based on the problem to solve, learner value, integration requirements, risk, governance, cost, and measurable impact
• Partner with product, technology, platform, data, business, and subject matter experts to create connected solutions while keeping the learning problem and learner need at the center
• Stakeholder Consulting & Executive Communication
• Consult with senior leaders and cross-functional partners to clarify the capability problem, target population, desired behavior or performance change, and appropriate learning response
• Diagnose whether learning is the appropriate response, challenge requests that default to training when another intervention is more effective, and frame the recommended solution in terms of the behavior or performance outcome to be achieved
• Partner with EnABLE practitioners and business stakeholders to use the enterprise performance diagnostic framework to clarify workflow, performance, and capability needs before a solution is selected
• Use EnABLE findings to shape the appropriate response, which may include learning, performance support, workflow or process changes, coaching, certification, or escalation to the accountable business or functional owner
• Build alignment across stakeholders with different priorities, levels of familiarity, and definitions of success. Prepare concise executive presentations, business cases, recommendations, decision requests, status updates, and program narratives
• Influence without direct authority and constructively challenge requests when a different or more scalable learning approach would better meet the need
• Measurement, Governance & Continuous Improvement
• Define measures across reach, participation, completion, learner experience, capability demonstration, application, adoption, and business relevance
• Use performance data, learning data, stakeholder input, and learner feedback to improve programs and inform investment decisions
• Establish a clear value hypothesis, baseline where practical, and leading and lagging indicators at the outset so investment, scale, redesign, or retirement decisions are grounded in evidence rather than activity alone
• Establish appropriate standards and governance for learning products, assessments, credentials, vendors, content, and program operations
• Maintain clear documentation, reporting, risk management, and decision records for assigned initiatives
• Partner, Vendor & Resource Management
• Evaluate internal capabilities and external partners based on the problem to solve, required expertise, capacity, scalability, learner experience, cost, and measurable value
• Support vendor selection, scope definition, contracting inputs, implementation, quality oversight, and ongoing performance management
• Develop realistic resource and cost models for pilots, enterprise deployment, and sustained operations
• Coordinate contributors across teams and provide direction to project teams, contractors, vendors, or matrixed partners

You’ll be rewarded and recognized for your performance in an environment that will challenge you and give you clear direction on what it takes to succeed in your role as well as provide development for other roles you may be interested in.

Required Qualifications:

• 7+ years of progressively responsible experience in enterprise learning, talent or capability development, learning product management, leadership development, consulting, change enablement, program strategy, or a related field
• Experience leading complex, cross-functional initiatives from concept through scaled implementation and continuous improvement
• Experience designing or leading blended learning experiences, pathways, academies, certifications, assessments, or other capability-building solutions
• Demonstrated ability to translate ambiguous business needs into clear learning strategies, products, experiences, and measurable outcomes
• Experience using data and feedback to evaluate effectiveness and guide continuous improvement
• Demonstrated technology fluency and experience using emerging tools or methods to prototype, test, and improve learning or capability solutions
• Experience taking ambiguous capability needs from 0-to-1 through prototype, pilot, iteration, and scaled implementation, including the judgment to stop or pivot when evidence does not support further investment
• Proven solid executive communication skills, including the ability to synthesize complex information into clear recommendations, presentations, and decisions
• Demonstrated ability to influence senior stakeholders and collaborate effectively in a highly matrixed organization
• Proven solid program and project leadership capabilities, including implementation planning, prioritization within assigned work, risk management, resource coordination, and stakeholder alignment
• Demonstrated innovation mindset, including curiosity, experimentation, rapid learning, and the ability to turn ambiguous opportunities into practical solutions

Preferred Qualifications:

• Experience with enterprise-scale learning, capability academies, leader development, skills validation, credentialing, or workforce upskilling
• Experience building AI learning, digital fluency, emerging technology, or future-ready capability programs
• Experience applying AI, automation, digital tools, simulations, assessment technologies, analytics, or emerging methods to create new learning and capability-building solutions
• Experience facilitating leader and employee learning experiences in virtual and in-person environments
• Experience developing business cases, managing vendors, and leading partner selection or implementation
• Experience with learning product management, portfolio prioritization, or a comparable product-oriented operating model in which solutions are continuously evolved based on user needs, evidence, and value
• Healthcare, financial services, technology, or other large, complex and regulated enterprise experience

Illustrative Portfolio

• Depending on enterprise priorities, the role may own or contribute to work such as:
• Enterprise AI learning and fluency experiences
• Applied capability pathways and internal certifications
• Workflow-focused learning and practical application experiences
• People leader and employee enablement for priority enterprise capabilities
• Learning academies, facilitated cohorts, communities, and reinforcement experiences
• Assessment, simulation, capstone, credential, and skills-validation approaches
• Enterprise learning pilots, partner evaluations, and scalable implementation approaches

*All employees working remotely will be required to adhere to UnitedHealth Group’s Telecommuter Policy

Pay is based on several factors including but not limited to local labor markets, education, work experience, certifications, etc. In addition to your salary, we offer benefits such as, a comprehensive benefits package, incentive and recognition programs, equity stock purchase and 401k contribution (all benefits are subject to eligibility requirements). No matter where or when you begin a career with us, you’ll find a far-reaching choice of benefits and incentives. The salary for this role will range from $112,700 - $193,200 annually based on full-time employment. We comply with all minimum wage laws as applicable.

Application Deadline: This will be posted for a minimum of 2 business days or until a sufficient candidate pool has been collected. Job posting may come down early due to volume of applicants.

At UnitedHealth Group, our mission is to help people live healthier lives and help make the health system work better for everyone. Together, we are shaping the future of healthcare by harnessing technology and innovation to make care simpler to navigate, more affordable and more connected for the people we serve. We are committed to creating an inclusive workplace where everyone feels welcomed, valued, heard and respected, empowering people to bring their authentic selves to work and strengthening our collective impact through diverse talents, backgrounds, experiences and perspectives.

UnitedHealth Group and its affiliated brands are an Equal Employment Opportunity employer under applicable law and qualified applicants will receive consideration for employment without regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

UnitedHealth Group and its affiliated brands are a drug-free workplace. Candidates are required to pass a drug test before beginning employment.