Job Description
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 Services. 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 keeping 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 Providers 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
Team members are developing and expanding their scope as the company grows
Who Will Struggle Here
Leaders who default to building programs they have seen before instead of solving real business problems
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 interested in building on and improving upon what exists at Curana today
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