Optum is a global organization that delivers care, aided by technology to help millions of people live healthier lives. The work you do with our team will directly improve health outcomes by connecting people with the care, pharmacy benefits, data and resources they need to feel their best. Here, you will find a culture guided by inclusion, talented peers, comprehensive benefits and career development opportunities. Come make an impact on the communities we serve as you help us advance health optimization on a global scale. Join us to start Caring. Connecting. Growing together.
The Sr People Development Analyst supports the Talent Enablement Partners in running learning experiences across capabilities. These are fungible team members who support the Talent Enablement partner in bringing to life experiences within the business.
This role partners with Talent Enablement Partners, capability leads, business stakeholders, facilitators, vendors and site teams to translate learning priorities into consistently executed experiences. The role combines behavioral and capability facilitation, capability support, end-to-end project management and new employee onboarding readiness.
What they own
- Program execution: runs assigned learning programs from intake to close, keeping delivery on track
- Capability support: partners with capability leads to turn business needs into practical learning plans
- Facilitation: delivers manager-program, calendar and capability sessions
- Onboarding & engagement: supports site onboarding and drives learning engagement locally
What success looks like
- High-quality facilitation with learner NPS of at least 90, facilitator feedback of at least 9.5 and fewer than 10% session cancellations
- Reliable delivery of capability and project commitments, with accurate data, disciplined follow-through and minimal execution-related escalations
- A seamless, consistently ready onboarding experience for new joiners, with timely communication, complete logistics and accurate records
- Trusted partnership with Talent Enablement Partners, business stakeholders and site teams, demonstrated through responsiveness, transparency and sound judgment
Scope and working relationships
- Reports to: Talent Enablement & Capability Development leader / designated Learning Business Partner
- Key partners: Talent Enablement Partners, capability owners, business leaders, facilitators, People Team partners, site teams, vendors and learning operations
- Geographic focus: PHL site, with cross-region support for assigned enterprise or regional capabilities and projects
- Work pattern: Site-based presence aligned to onboarding and in-person program needs; flexibility for business calendars and scheduled learning delivery
Primary Responsibilities
The percentages below indicate the intended annual focus and may flex with business priorities. Site onboarding remains a site-critical accountability because this role is the dedicated full-time Talent Enablement and Capability Development resource at the location
- Facilitation Excellence 45%
- Plan, prepare and deliver high-quality behavioral and capability-building sessions across the learning calendar, business needs and new employee onboarding. Progress through required facilitator certification pathways and complete all pre-session and post-session activities on time
- Facilitate approximately 75 hours per month, subject to the agreed learning calendar and business demand
- Adapt delivery to audience context while protecting learning objectives, inclusion, engagement and quality
- Maintain session readiness, including content familiarity, materials, technology checks, participant communication and contingency planning
- Capture learner feedback, attendance and completion data, and use insights to improve subsequent delivery
- Capability Support 20%
- Co-create capability-building strategies with Learning Business Partners and capability leads, then coordinate end-to-end execution from planning through governance, communication, follow-up and measurement
- Support needs analysis, brainstorming and design conversations and translate outputs into practical action plans
- Maintain capability learning data, trackers, coverage information, risks and dependencies with a high degree of accuracy
- Coordinate scheduling, nominations, logistics, facilitators, communications and stakeholder follow-ups
- Review feedback and program measures with the Learning Business Partner and recommend improvements
- Project & Program Management 20%
- Drive assigned learning projects with disciplined execution, visible governance and a solid participant and stakeholder experience
- Create project plans, milestones, RACI clarity, risk logs, communication plans and review cadences appropriate to project complexity
- Serve as the primary participant touchpoint for assigned programs and resolve queries within agreed service levels
- Coordinate stakeholder meetings, document decisions and minutes, and follow through on actions
- Maintain SharePoint resources and publish agreed communication assets, FAQs and internal updates on time
- New Employee Onboarding 5%
- Own end-to-end site readiness and execution for new employee onboarding in partnership with national onboarding, site and functional stakeholders
- Manage the site onboarding calendar, participant lists, invites, room and technology readiness, materials, goodies, vendors and facilitator coordination
- Ensure accurate, timely communication to joiners, managers and points of contact, including changes and escalation paths
- Maintain onboarding data and SharePoint resources within agreed timelines and protect confidential employee information
- Conduct day-of-event coordination, resolve issues quickly, seek feedback and improve the site experience after each cohort
- Maintain continuity plans, inventories and documented processes so onboarding remains resilient during absence or peak volumes
- Personal Development & Team Contribution 10%
- Own a focused development plan and contribute to team effectiveness, knowledge sharing and continuous improvement
- Build at least two role-specific skills and one aspirational skill through deliberate practice and manager/LBP feedback
- Participate actively in development conversations, team rituals and enterprise initiatives
- Share reusable practices, templates and lessons learned and support peers across regions when priorities require
- Comply with the terms and conditions of the employment contract, company policies and procedures, and any and all directives (such as, but not limited to, transfer and/or re-assignment to different work locations, change in teams and/or work shifts, policies in regards to flexibility of work benefits and/or work environment, alternative work arrangements, and other decisions that may arise due to the changing business environment). The Company may adopt, vary or rescind these policies and directives in its absolute discretion and without any limitation (implied or otherwise) on its ability to do so
Performance outcomes and measures
Outcome Area Indicative Success Measures
- Facilitation: Learner NPS ≥ 90; facilitator feedback ≥ 9.5; session cancellations < 10%; invites issued two weeks before delivery or as agreed; attendance closed within one business day; required certifications completed to plan
- Capability support: 100% of agreed strategy or brainstorming sessions delivered; outputs shared within 48 hours; at least 95% on-time completion of coordination actions; learning coverage data 100% accurate; quarterly LBP feedback reviewed and actioned
- Project management: No more than two execution-related escalations per program cycle; at least 95% of stakeholder and participant queries resolved within one business day; resources uploaded within 48 hours; minutes issued within 24 hours; agreed internal communications published on schedule
- Manila onboarding: More than 99% NEO coverage for in-person sessions; session-ready logistics and materials; 100% timely communications; onboarding data updated within 48 hours of each event; zero avoidable last-minute escalations related to logistics, materials or vendors
- Development: 100% development plan creation; at least 80% achievement of agreed development goals; minimum two formal development conversations in the year, supported by ongoing check-ins
Required Qualifications
- Bachelor's degree or equivalent practical experience. A qualification or certification in learning, facilitation, instructional design, HR or project management is advantageous
- 5+ years relevant experience in learning and development, talent enablement, capability development, HR program delivery, learning operations or a related people function
- Experience in end-to-end program or project management, including planning, scheduling, stakeholder communication, logistics, risk management, data tracking and closure
- Experience in learning & development, talent enablement or a related People function
- Demonstrated experience facilitating behavioral or professional capability programs for employee audiences
- Working knowledge of instructional design and adult learning principles, with the ability to interpret learning needs and support practical interventions
- Proficiency with Microsoft 365 tools, particularly PowerPoint, Excel, Outlook, Teams and SharePoint, or equivalent enterprise collaboration platforms
- Confident facilitator for employee and manager audiences
- Proven ability to work independently as the primary on-site learning resource while staying closely connected to a distributed team
- Proven ability to juggle multiple programs and stakeholders in a matrixed environment
- Demonstrated solid project discipline and comfort with MS 365; interest in AI-enabled learning tools a plus
Core skills and behaviors
Skill What Good Looks Like
- Collaboration &communication: Builds productive relationships across functions and levels; communicates clearly, concisely and with appropriate context; listens actively and closes loops
- Self-management: Prioritizes effectively, manages multiple calendars and deliverables, meets deadlines and maintains composure and quality during changing requirements
- Problem solving: Identifies issues early, analyzes options, uses data and judgment, escalates appropriately and implements sustainable resolutions
- Achievement drive & growth mindset: Takes accountability for outcomes, seeks feedback, learns new capabilities and consistently improves delivery quality
- Facilitation presence: Creates inclusive, engaging learning environments; manages group dynamics; asks effective questions; and adapts while maintaining objectives
- Operational excellence: Works with precision across logistics, records, vendors, communications, data and governance; anticipates dependencies and protects the learner experience
- Stakeholder partnership: Understands business priorities, sets realistic expectations, influences without authority and builds trust through reliability and transparency
- Digital fluency & data discipline: Uses collaboration, presentation and reporting tools effectively; maintains accurate data and converts insight into action
Role requirements and expectations
- PHL site ownership: Acts as the dependable point of coordination for Talent Enablement and Capability Development activities at the PHL location, especially new employee onboarding
- Learning delivery: Comfortable facilitating in person and virtually, including standing for extended delivery periods and managing classroom technology and materials
- Schedule flexibility: Available to support scheduled onboarding, learning events and occasional early or late stakeholder commitments based on business calendars
- Travel: May require limited travel for certification, team meetings, program delivery or business needs, in line with applicable company policy
- Confidentiality: Handles employee, participant and business information with discretion and follows applicable privacy, information security and records-management requirements
- Measures: Targets are indicative and should be calibrated annually based on portfolio, learning calendar, certification readiness, site volumes and business priorities
Candidate profile
This role is best suited to a hands-on learning professional who enjoys both front-of-room facilitation and behind-the-scenes execution. The successful candidate will be comfortable operating with autonomy in location in Philippines, partnering across a matrixed organization, maintaining exacting operational standards and stepping in wherever needed to create a consistent employee learning and onboarding experience.
Selection focus
- Facilitation demonstration: Ability to structure and deliver a short behavioral learning segment, engage the audience and respond to questions
- Program-management case: Ability to convert a learning brief into a practical plan covering milestones, stakeholders, risks, communications, data and success measures
- Onboarding scenario: Judgment and readiness in handling a site onboarding issue involving a late change, vendor dependency or participant communication
- Stakeholder interview: Evidence of collaboration, influence, ownership, data discipline, problem solving and learning agility
At UnitedHealth Group, our mission is to help people live healthier lives and make the health system work better for everyone. We believe everyone-of every race, gender, sexuality, age, location and income-deserves the opportunity to live their healthiest life. Today, however, there are still far too many barriers to good health which are disproportionately experienced by people of color, historically marginalized groups and those with lower incomes. We are committed to mitigating our impact on the environment and enabling and delivering equitable care that addresses health disparities and improves health outcomes - an enterprise priority reflected in our mission.
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