Tia was born from the realization that the healthcare system is missing just that: a system enabling health & wellbeing. Tia is the answer to the dehumanizing experiences that women of all backgrounds face navigating the healthcare system. We are rethinking the model of healthcare from the ground up – really asking: what does it mean to have a relationship with your care provider? What does it mean to think about your health every day? How can we get back to the basics and also leverage the cutting edge research in women’s preventive care? Tia is the answer to these questions. Tia is a whole new, distinctly female model of care.

We are on a mission to enable every female to achieve their own definition of optimal health through science-backed information, access to high-quality care, and community.

We opened our first clinic in 2019 in NYC, with more to follow in Los Angeles, San Francisco and Phoenix this year. Combining virtual and in-person visits, an unwavering commitment to care and accessibility, substantial growth capital and an incredible mission, Tia is poised for rapid growth over the coming years and is building out a world class team to support this expansion.

Title: Director, Training, Learning & Development

Manager: VP, People

Role Summary: As the Director of Training, Learning & Development is a highly visible role that is charged with implementing strategies to deliver a world class onboarding experience for new clinic and corporate employees at Tia with the goal of maximizing their performance and long term development.

This will start as an individual contributor role where you will lead the analysis of learning needs across Tia and create an action plan that outlines priorities and responsible persons (RPs) for learning strategy.  You will play an important role in driving continuous improvement by updating and standardizing existing training materials, leading the implementation and adoption of Tia’s Learning Management System, building processes and developing new training materials to support our growth.

Location: Remote with up to 50% Travel required during clinic openings 

What you can expect in the first 1-3 months: As you familiarize yourself with the Company, our product, our clinics, our people, our culture and pace, you will learn and understand the needs of the business from a Training, Learning and Development standpoint. You will jump in head first to support the onboarding and training of our new Phoenix team, and you’ll begin to observe and document any need for improvements in order to properly plan and implement the rollout of a larger onboarding and training strategy for New Space Openings in FY22. You will begin focusing on onboarding strategy while building out Tia-wide training initiatives focused on our Diversity, Equity, Inclusion action plan.

What you can expect in the first 3-6 months: Now that you’ve familiarized yourself with the Company, you will begin to demonstrate progress against your action plan, building infrastructure (technical) and define hiring needs for your team to support the organization to scale.

Values and Principles:

  • Act with high compassion & integrity, and understand that a person’s emotions are their reality
  • Find your superpower 
  • Find joy and gratitude everyday
  • Experiment always, despite the possibility of failure
  • Practice a meritocracy of ideas
  • Act as a pack, not a lone wolf
  • Owner mentality
  • Culture warrior

Abilities:

  • Rallies the troops
  • Ability to build a learning and design process
  • Strong organizational delivery through teams, and  demonstrated delivery of policies and processes
  • Cross-functional collaboration
  • Open minded & communicative about thinking (not precious, not “because I said so”)
  • Interpersonal communication + empathy
  • Ability to set a vision - big-picture & strategic thinker
  • Creative problem-solving
  • Ability to manage and communicate up
  • Probing into deeper whys
  • Ability to drive cross-functional decisions
  • See the forest for the trees -- strong synthesis skills
  • Clear communication style - directive and straight-forward
  • Incredibly high bar for excellence
  • Proven ability to learn from mistakes, ability to reflect
  • Revels in understanding teams strengths & weaknesses, knows how to orchestrate them
  • Proven ability to coach, develop and lead others
  •  

Skills: 

  • Proficiency in core MS/Google Suite (Docs, Sheets/Excel, Slides/Presentation Decks)
  • Tech-savvy: willingness to learn new technologies and frameworks
  • Customer service skills
  • Management of systems and experience/background in LMS systems
  • Strong analytical, problem-solving and conceptual skills
  • Excellent people management skills, including virtual team management; Ability to manage expectations and relationships with staff, vendors, business partners, etc.
  • Facilitation/strong presentation skills
  • Advanced communication, influence and writing skills
  • Effective time management
  • The ideal candidate come from a retail, hospitality or start-up background that has required them to develop strategies to onboard employees across geographies and job functions and a fast-pace while ensuring training quality

Responsibilities:

Design the scalable systems, tools, and processes to effectively productize Tia’s delivery of training across the organization

  • Lead the analysis of learning needs across Tia (Clinic and Corporate) and create an action plan that outlines priorities and responsible persons (RPs) for learning strategy in partnership with key stakeholders.
  • Collaborate with subject matter experts to design and develop scalable new training materials (PPT decks, videos, and e-Learning) on our solutions, processes, programs, and products.
  • Design and develop scalable training solutions that include a blended approach to learning such as coaching, classroom training, 1:1 sessions, train the trainer, action learning, and e-learning platforms
  • Implement and drive experiential learning with practical applications including “new methods and activities”:
    • Research, recommend, and apply learning and development best practices to all training materials, including new methods and activities
    • Implement creative training solutions including development of games, role play, q&a, etc.
    • Ensure tests have performance indicators of the training outcomes, use these tests to validate which methodologies are most successful in which scenario
  • Work with the key stakeholders (i.e.Research, Product, People Operations and Operations) team to create and develop strategic communication plans to ensure streamlined rollout of new training initiatives and materials to the correct audience
  • Partner with the New Clinic Opening Team on launching New Space Orientation (e.g. lead facilitator, run of show development, etc). Partner with stakeholders in the development of technical/on-the-job training learning plans to ensure new hires are assessed to validate their readiness.
  • Play a leading role alongside Subject Matter Experts in designing and delivering onboarding content for New Space Orientation and new hire onboarding.

Evaluate, implement, and operationalize resources and outcomes of Learning & Development with an ownership mentality

  • Partner with key inputters to understand business objectives and consistently translate these into tactical training materials that are aligned with the organization’s goals
  • Ensure the effectiveness of trainings through assessments, evaluations, and readiness reviews in order to collect and track data on instructional effectiveness and impact of training on employee skills and KPIs
  • Develop a system for training sign-off for patient facing roles which indicates a new hire or newly promoted person is ready to start seeing patients independently.
  • Design metrics that link onboarding with performance to determine overall efficacy of onboarding program
  • Track usage and, when possible, the effectiveness of training materials and customer satisfaction with training materials. Use feedback to improve training materials and processes.

Build learning and development programs to support Tia’s long-term growth

  • Manage learning programs across the organization including on-boarding, orientation, initial training, new-in-position development, leadership development, and ongoing employee skill development that are motivating, inspiring and set the foundation for long-term growth.
  • Lead the analysis, design, development, implementation and evaluation of and improved onboarding strategy at Tia to accelerate the development of new Tia-ans (both clinic and corporate)
  • Manage implementation and adoption of the Learning Management System, Docebo, across the organization and act as a champion for the system. Work with Subject Matter Experts and training “RPs” across the organization to utilize the system for key training. Champion utilization of the system across the organization.
  • Partner with PeopleOps and leadership across the organization to develop learning solutions that promote employee development, engagement and retention.
  • Work with the VP, Clinical Operations and other relevant stakeholders to develop rinse and repeat training strategies for clinic to support our growth
    • Develop learning plans by role
    • Work with Subject Matter Experts (SMEs) on the in the clinic org to develop training strategies to communicate updates to the Tia care model, train on ways of working for our IRL, URL providers, and deliver best in class hospitality training to employees responsible for clinical operations.
    • Maintain training library that consists of living, breathing documents of training materials, work with SMEs to ensure that updates are communicated and updated consistently
    • Design a system to train more Tia-ans, more effectively reducing the amount of time between hire and in-role productivity.
  • Build talent development programs that support individual contributors to become inclusive, successful managers and leaders that are able to set clear outcomes for their people and develop them to have business impact.

Benefits

  • Unlimited vacation
  • Free Tia membership
  • Competitive stock option package
  • $300 one-time WFH stipend
  • $50/month phone and internet reimbursement 
  • Medical, dental, and vision benefits
  • 401k program (no matching at this time)
  • Top of the line 13” Macbook Pro 
  • Travel stipend for team off-sites

This position may require attendance at company and team off-sites and is subject the Company’s vaccine requirement, as permitted by law and subject to reasonable accommodation.

Tia is an equal opportunity employer. We are proud to foster a workplace free from discrimination. We strongly believe that diversity of experience, perspectives, and background will lead to a better environment for our employees and a better product for our users and patients.We strongly encourage people of color and members of the LGBTQ+ community to apply.

If you are committed to collaborative problem solving, creating high-quality and user-centric products, and want to make waves in women's healthcare, join us!

Apply for this Job

* Required
  


Diversity, Equity, and Inclusion Questions

At Tia, we’re passionate about creating a place where each individual — patient, provider & employee is empowered to be and care for their whole selves. We take an intersectional approach that recognizes the multitude of ways age, sex, gender, race, ethnicity, religion, ability, sexual orientation, and economic status impact us — clinically, psychosocially, and experientially. We prioritize reaching a diverse pool of candidates and provide diverse representation on every interview panel to make Tia an inclusive workplace. We value all voices in decision-making and through accountability, collaboration, and innovation, we seek to scale with diversity, equity & inclusion at the core.

Gender






Do you identify as transgender? (Select one)



Are you Hispanic or Latinx? (Select one)



Race (Please select two or more options that best describes how you identify)











Sexual Orientation (Select one)








Pronouns










Protected Veteran Status (Select one)



Disability Status (Select one)




U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Tia are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.