About Matter Health

Matter Health is redefining how care reaches older adults living in public housing. We bring high-quality primary and preventive care directly to where people live — building trusted relationships, removing barriers to access, and ensuring that where someone lives never determines the care they receive.

What sets us apart is our people. We are a team driven by purpose, showing up every day with urgency, empathy, and a commitment to doing what's right for the communities we serve. We're growing quickly and we need someone to own the process that brings the right people into this mission.

Role Description

The Learning Design & Delivery Manager is Matter Health's single point of accountability for role-based learning across the organization. You will design the curriculum, deliver the training, partner with business leaders to measure whether it is working, and fix it when it is not — across clinical and non-clinical roles. You will shadow frontline team members in the field, own the LMS, and leverage technology including AI to design engaging and effective learning solutions.

This is not a back-office role. This is a scrappy, build-it-yourself opportunity for someone who is genuinely energized by variety, ambiguity, working closely with leaders at all levels, and seeing their work show up directly in the performance of the people they train.

Key Responsibilities

Curriculum Design & Learning Management

• Design and build training curricula grounded in adult learning theory and aligned to role-specific performance outcomes
• Develop onboarding programs for new roles and new markets that reflect how those roles actually operate in the field
• Build and manage LMS architecture — organize content, track completions, and ensure the right materials reach the right people at the right time
• Partner with subject matter experts across the business, including clinical leadership, to extract knowledge and build it into scalable training content
• Partner with business leaders to author and maintain SOPs, and determine the right mechanism for disseminating changes to each team
• Maintain a living library of training resources that stays current as the organization evolves

Training Delivery

• Deliver live and virtual instructor-led training across all roles, adjusting format, pace, and approach to match the audience
• Shadow roles in the field consistently — sit with APPs on home visits, spend time with Care Access Partners and in the support center — to maintain a grounded understanding of how the work is actually performed
• Travel nationally to support new market launches, ensure consistency of training delivery across geographies, and intervene in person when retraining is needed
• Lead department-specific new hire onboarding across all departments, ensuring every new team member understands not just their role but how it connects to the broader mission and care model
• Deliver change management facilitation when processes, SOPs, or expectations shift — this role is the anchor when the organization is in motion
• Conduct 1:1 coaching sessions with individuals or small groups who need support beyond classroom or virtual training

Performance Measurement & Gap Analysis

• Track new trainee progress weekly for each role during the first 90 days — flag deviations early, communicate proactively to employees and their leadership, and recommend solutions
• Conduct ongoing gap analysis to diagnose whether performance gaps are a design problem, a delivery problem, or an environment problem — and build targeted interventions accordingly
• Monitor and report on key training metrics: speed to proficiency by role, training completion rates, assessment scores, and post-training performance indicators
• Build and administer adoption and adherence surveys; synthesize results into clear, actionable insights for department leaders
• Maintain a continuous feedback loop with the managers of every trained team — this relationship is how the training function stays calibrated to what is actually happening on the ground

Trusted Partner & Change Agent

• Attend cross-functional leadership and departmental meetings as a standing participant — not an occasional visitor — to stay ahead of what is changing and what training implications are coming
• Build trusted relationships with leaders across every department: clinical, operations, corporate functions, and market leads
• Act as a liaison between frontline staff and leadership, surfacing patterns from training and field observations that have strategic or operational implications
• Proactively identify content gaps and raise them to the appropriate leader before they become performance problems
• Represent the HR team in operational conversations — contribute an L&D perspective to decisions about role design, process change, and new market expansion

What We're Looking For

Required Qualifications

• Bachelor's degree in Business, HR, Education, Organizational Development, Instructional Design/Technology, or a related field
• Substantial Learning & Development experience with demonstrated ownership of both design and delivery; formal adult learning certification preferred
• Proven instructional design capability — you have built curricula from scratch, not just updated existing materials
• Experienced facilitator across virtual and in-person formats with diverse audiences
• LMS ownership experience — you have managed a system, not just used one
• Healthcare industry experience — clinical depth is not required, but you need to understand the environment
• SOP writing and knowledge management experience
• Executive presence and credibility with senior leadership
• Proficiency with learning technologies, including AI-powered tools
• Change management experience in fast-moving environments
• Deep knowledge of adult learning theory and effective application
• Willingness to travel nationally and spend regular time in the field
• Authorization to work in the United States

What Success Looks Like

In your first year, you will have role-based curricula built and in active use for all core positions, a functional LMS architecture that leaders trust and rely on, new market launches supported with consistent and effective training delivery, and a feedback loop with managers that keeps the training function ahead of performance problems rather than reacting to them.

Why Matter Health

We believe that where someone lives should never determine the care they receive. Every person you train will go on to serve older adults who have historically been left behind by traditional healthcare. Your work shows up directly in the quality of their experience. That's not a tagline. That's the work.

Our team shows up with urgency, empathy, and a deep sense of accountability — to each other and to the communities we serve. If that resonates with you, we'd love to talk.

Total Healthcare. Where you live.

Working at Matter Health

We're committed to supporting the whole you — at work and beyond. The benefits below are available to full-time team members and take effect the first of the month following your start date.

• Health & Wellness: Matter Health membership for in-person and virtual care, choice of medical and dental plans, vision coverage, employer-funded HSA and FSA, voluntary plans for illness, accident, and hospitalization, and employer-paid life and disability insurance.
• Financial Security: Competitive pay, 401(k) with employer match beginning at day 60, and access to a financial wellness advisor.
• Time Away: Generous PTO, paid holidays, and 2 volunteer days to give back to causes that matter to you.

Eligibility is based on full-time status. Details provided during the interview process.

Equal Opportunity Employer

Matter Health is an equal opportunity employer. We are committed to building a team that reflects the diversity of the communities we serve and fostering a workplace where every colleague feels seen, valued, and supported. We welcome applications from all qualified individuals.