Learning and Employee Engagement Manager (PN: 20040353)

Job Description

Learning and Employee Engagement Manager (PN: 20040353)

(
260005N9
)

Organization
:

Behavioral Health
Agency Contact Name and Information
:

Mindy.Mathews@dbh.ohio.gov
Unposting Date
:

Sep 25, 2026, 11:59:00 PM
Work Location
:

James A Rhodes Office Tower 11

30 East Broad Street

11th Floor

Columbus

43215-3430
Primary Location
:

United States of America-OHIO-Franklin County-Columbus

Compensation
:

$40.40
Schedule
:

Full-time
Work Hours
:

M-F, 8am-5pm, (hours may vary)
Classified Indicator
:

Classified
Union
:

Exempt from Union

Primary Job Skill
:

Human Resources
Technical Skills
:

Learning and Development, Educational support, Facilitating
Professional Skills
:

Building Trust, Coaching, Collaboration, Conflict Management, Developing Others, Goal Setting, Interpreting Data, Leading Others, Organizing and Planning, Performance Management, Strategic Thinking, Continuous Improvement

Agency Overview
Learning and Employee Engagement Manager
Human Capital Management Manager
Who we are:
At the Ohio Department of Behavioral Health (DBH), we strive to exemplify

The Heart of Hope

for individuals and families affected by mental health and substance use disorders.
We proudly employ over 2,800 dedicated employees across our six inpatient behavioral health hospitals, Ohio Pharmacy Services, Ohio's prison systems, and the central office located in the James A. Rhodes State Office Tower in Columbus, OH.
DBH Values:
Service-Oriented (Person Centered, Solution Oriented, Customer Service Focused)
Collaborative (Approachable, Reasonable, Transparent)
Value Driven
Innovative (Yes Before No)
Strong Sense of Urgency
Our team of highly qualified professionals advances a critical system of behavioral healthcare in Ohio that helps people be well, get well, and stay well. Join our collaborative, service-oriented environment, where you will be respected and valued.
The Ohio Department of Behavioral Health (DBH) is proud to be an Ohio Recovery Friendly Workplace, committed to supporting the well-being of all employees, including those in recovery. We foster an inclusive, stigma-free environment where individuals impacted by mental health and substance use challenges are valued, supported, and empowered to thrive. Our workplace culture promotes wellness, second-chance hiring, and recovery-informed policies that reflect our mission to serve Ohioans with compassion and respect, both in the community and within our own team.
Job Description
Please note:
Effective October 1, 2025, the Ohio Department of Mental Health & Addiction Services has transitioned to its new name-the Ohio Department of Behavioral Health. This change reflects our continued commitment to providing comprehensive, person-centered care that addresses the full range of behavioral health needs for Ohioans. All positions and services now fall under the Ohio Department of Behavioral Health as we move forward in serving individuals, families, and communities across the state.
What you'll do at DBH:
The Ohio Department of Behavioral Health is seeking a Human Capital Management Manager to lead statewide learning and development operations for the Regional Psychiatric Hospitals. This role manages non‑clinical training programs, establishes standardized training policies and governance, assesses workforce learning needs, and oversees development and delivery of orientation, core training, employee development, and leadership training. The manager ensures compliance with agency and regulatory requirements, analyzes training performance, prepares reports, and supervises Training Officers and Training Supervisors across DBH facilities.
Key Responsibilities:
Human Capital Management & Workforce Development
Manage assigned human capital management (HCM) subprograms and the RPH learning and development HR program on behalf of the agency.
Establish standardized policies, procedures, curriculum governance, service expectations, review cycles, training calendars, documentation standards, and quality controls for non‑clinical RPH training.
Assess enterprise and facility training needs; set priorities and work plans; oversee development, implementation, evaluation, and continuous improvement of mandatory/core training, general orientation, employee development, and leadership training.
Training Governance, Compliance & Cross‑Functional Coordination
Lead training governance and compliance coordination for RPH staff education.
Partner with RPH executives, Human Resources, Nursing leadership, Nurse Educators, Quality/Performance Improvement, safety and infection‑prevention staff, and clinical leaders to define delivery standards, documentation requirements, sequencing, and shared system responsibilities.
Coordinate shared processes for general orientation, annual/core training, competency documentation, LMS use, emergency/safety training, continuing education, student/affiliate orientation, survey preparation, and training‑related corrective actions.
Support compliance with DBH requirements and external regulatory/accreditation standards while preserving nursing authority for clinical content and competency validation.
Data Analysis, Reporting & Performance Measurement
Develop and maintain management information needed to evaluate RPH learning and development operations.
Establish performance measures; analyze training completion, overdue assignments, needs assessments, evaluations, training records, and other program data.
Prepare executive and operational reports; identify trends and performance gaps; recommend process improvements and corrective actions.
Support audits, surveys, records requests, budget/resource planning, vendor coordination, and training‑service management.
Learning Management Systems & Operational Standards
Utilize agency learning management systems and related processes to support consistent assignments, tracking, records, reporting, and audit readiness.
Identify duplication, gaps, and risks in training operations; recommend corrective actions and resource strategies.
Supervision & People Management
Provide direct supervision and oversight to RPH training teams, including Training Officers and Training Supervisors.
Assign and review work; set performance expectations; schedule and balance workload; authorize leave; complete evaluations; provide coaching; initiate or recommend corrective or disciplinary actions.
Support recruitment, selection, onboarding, and development of staff; facilitate regular staff meetings; ensure consistent application of DBH policies, work rules, and relevant collective bargaining provisions.
Build staff capability through coaching, cross‑training, succession planning, and standardized practices while maintaining responsiveness to hospital operational needs.

This is an
hourly position and is exempt from the bargaining units
, with a pay range of

14

on the
E1 Exempt Pay Range Schedule
.
Normal working hours are Monday through Friday, 8:00am to 5:00pm (Flexible Schedule).
Unless required by any applicable union contract and/or requirements of the Ohio Revised Code, the selected candidate will begin at
Step 1
of the pay range schedule listed above, with an opportunity for pay increase after six months of satisfactory performance and then a yearly raise thereafter
Required Educational Transcripts
Official transcripts are required for all post-secondary education, coursework, or degrees listed on the application. Applicants must submit an official transcript before receiving a formal employment offer. Failure to provide transcripts within five (5) business days of the request will result in disqualification from further consideration. Transcripts printed from the institution's website will not be accepted. The Ohio Department of Behavioral Health reserves the right to evaluate the academic validity of the degree-granting institution.
Why Work for the State of Ohio
At the State of Ohio, we take care of the team that cares for Ohioans. We provide a variety of quality, competitive benefits to eligible full-time and part-time employees*. For a list of all the State of Ohio Benefits, visit our
Total Rewards website
! Our benefits package includes:

Medical Coverage

Free Dental, Vision and Basic Life Insurance premiums after completion of
eligibility period

Paid time off, including vacation, personal, sick leave and 11 paid holidays per year

Childbirth, Adoption, and Foster Care leave

Education and Development Opportunities (Employee Development Funds, Public Service Loan Forgiveness, and more)

Public Retirement Systems (
such as OPERS, STRS, SERS, and HPRS
)

& Optional Deferred Compensation (
Ohio Deferred Compensation
)

*Benefits eligibility is dependent on a number of factors. The Agency Contact listed above will be able to provide specific benefits information for this position.
Qualifications
Position Qualifications:
4
yrs. exp. in human resources.
OR
Completion of undergraduate core program in human resources, business or public administration;
24
mos. exp. in human resources which included
12
mos. exp. in supervisory &/or management principles & techniques.
OR
12
mos. exp. as Human Capital Management Senior Analyst, 64613.
OR
The

equivalent of Minimum Class Qualifications For Employment noted above.
Primary Skill:
Human Resources
Technical Skills:
Educational Support, Learning and Development, Training, Facilitating
Professional Skills:
Continuous Improvement, Developing Others, Performance Management, Coaching, Leading Others, Strategic Thinking, Collaboration, Building Trust, Interpreting Data, Conflict Management, Organizing and Planning, Goal Setting
Required Educational Transcripts
Official transcripts are required for all post-secondary education, coursework, or degrees listed on the application. Applicants
must
submit an official transcript before receiving a formal employment offer. Failure to provide transcripts within five (5) business days of the request will result in disqualification from further consideratio

Requirements

requirements, analyzes training performance, prepares reports, and supervises Training Officers and Training Supervisors across DBH facilities.
Key Responsibilities:
Human Capital Management & Workforce Development
Manage assigned human capital management (HCM) subprograms and the RPH learning and development HR program on behalf of the agency.
Establish standardized policies, procedures, curriculum governance, service expectations, review cycles, training calendars, documentation standards, and quality controls for non‑clinical RPH training.
Assess enterprise and facility training needs; set priorities and work plans; oversee development, implementation, evaluation, and continuous improvement of mandatory/core training, general orientation, employee development, and leadership training.
Training Governance, Compliance & Cross‑Functional Coordination
Lead training governance and compliance coordination for RPH staff education.
Partner with RPH executives, Human Resources, Nursing leadership, Nurse Educators, Quality/Performance Improvement, safety and infection‑prevention staff, and clinical leaders to define delivery standards, documentation requirements, sequencing, and shared system responsibilities.
Coordinate shared processes for general orientation, annual/core training, competency documentation, LMS use, emergency/safety training, continuing education, student/affiliate orientation, survey preparation, and training‑related corrective actions.
Support compliance with DBH requirements and external regulatory/accreditation standards while preserving nursing authority for clinical content and competency validation.
Data Analysis, Reporting & Performance Measurement
Develop and maintain management information needed to evaluate RPH learning and development operations.
Establish performance measures; analyze training completion, overdue assignments, needs assessments, evaluations, training records, and other program data.
Prepare executive and operational reports; identify trends and performance gaps; recommend process improvements and corrective actions.
Support audits, surveys, records requests, budget/resource planning, vendor coordination, and training‑service management.
Learning Management Systems & Operational Standards
Utilize agency learning management systems and related processes to support consistent assignments, tracking, records, reporting, and audit readiness.
Identify duplication, gaps, and risks in training operations; recommend corrective actions and resource strategies.
Supervision & People Management
Provide direct supervision and oversight to RPH training teams, including Training Officers and Training Supervisors.
Assign and review work; set performance expectations; schedule and balance workload; authorize leave; complete evaluations; provide coaching; initiate or recommend corrective or disciplinary actions.
Support recruitment, selection, onboarding, and development of staff; facilitate regular staff meetings; ensure con