Director, Education & Professional Development

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This position is responsible for the overall direction of the Education department as well as education and professional development of all areas of the organization. The director has oversight and responsibility for annual competencies for all staff. Develops and leads leadership education and succession planning program for the organization. The director oversees staff development, performance, competency, performance improvement, capital and operating budgeting, and internal and external marketing and communication for the department. The director collaborates with departmental leadership related to the educational functions for unit and department Educators. This position is accountable to county, state, and federal agencies in addition to other external regulatory agencies for maintaining compliance with applicable laws, regulations, and standards.

Ability to meet all job & physical requirements as outlined in job description or as agreed through a work place accommodation.

EDUCATION/TRAINING/ EXPERIENCE:

1. Bachelor's degree in nursing, or related healthcare field. Master's degree preferred.

2. Fully competent in Word, Excel, PowerPoint.

3. Three years' (3) clinical experience in acute care; two years' (2) experience in training or staff development; two years' (2) experience in leadership with increasing supervisory experience.

4. Experience with Leadership Development & Succession planning preferred.

5. Knowledgeable in regulatory requirements: federal, state, Title XXII, The Joint Commission, and California Department of Public Health

CERTIFICATIONS/LICENSES:

1. Current California clinic license required (i.e. RN, CLS, LCSW, RD, PT/OT/SP).

2. Current CPR required.

3. MAB is required to be completed on the first day of work. (Grandfathered: existing employees must complete new requirements by 6/9/2025.)

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5 Questions You Should Ask During the Interview

Here are 5 questions we think you could ask during your interview. Use them as a guide to help you write your own questions.

Remember: Always have at least 5 questions prepared for the interview. If you do not, you run the risk of looking unprepared.

What does success look like in this role, and how is it measured?

Why ask this? You want to ensure you have a clear understanding of expectations before accepting the role. Knowing how success is measured helps you hit the ground running and avoid surprises about performance evaluations. It also signals to the employer that you're results-driven.

Can you describe the team dynamic and the company culture?

Why ask this? Skills and experience matter, but if the work environment isn’t a good fit, you won’t be happy or productive. This question helps you gauge whether the company values collaboration, how teams interact, and whether the culture aligns with your work style and values.

What are the biggest challenges facing the person in this role right now?

Why ask this? Every job has challenges, and it’s better to know them upfront. This helps you assess whether the role is a good fit for your strengths and whether the company is realistic about its expectations. If they hesitate to answer, it could be a red flag.

How does the company support work-life balance and employee well-being??

Why ask this? Burnout is real, and some companies expect employees to sacrifice personal time for the job. By asking this, you’ll get a sense of how they value work-life balance, flexibility, and well-being—things that are crucial for job satisfaction and long-term success.

These questions help you make an informed decision while also showing your professionalism and strategic thinking!

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