Director – Learning & Development

Director – Learning & Development

Requirements

• Bachelor’s degree required; Master’s degree or professional certifications in L&D, OD, or related fields preferred
• Minimum of 8 years of progressive experience in Learning & Development, with at least 3 years in a leadership role
• Proven expertise in adult learning theory, behavior change, and large-scale learning interventions
• Strong business acumen and ability to translate strategy into actionable talent development initiatives
• Demonstrated experience in needs assessment, instructional design, facilitation, and content development
• Track record of delivering learning in various formats (e.g., live, virtual, self-paced, blended) with measurable outcomes
• Proficiency in learning technologies (e.g., LMS, authoring tools, analytics platforms) and digital content curation
• Ability to manage multiple projects simultaneously with strong organizational and prioritization skills
• Excellent communication, stakeholder management, and cross-functional collaboration skills

Responsibilities

• Own the end-to-end design, delivery, and evolution of learning experiences for managers and employees.
• Develop and implement enterprise-wide standards for the delivery, measurement, and reporting of learning experiences—both for your team and for business-embedded training teams.
• Design and continuously enhance onboarding experiences that accelerate learning about the business, our customers, and our products—ensuring rapid integration and contribution.
• Build targeted learning journeys for specific employee populations (e.g., early career professionals, technicians) to promote internal mobility, deepen engagement, and drive long-term career progression.
• Collaborate with HR and business stakeholders to identify capability gaps, assess current skillsets, and design relevant upskilling/reskilling programs aligned with strategic business objectives.
• Partner with internal functions and external institutions or vendors to co-create learning paths.
• Establish a framework for building effective managers through focused capability-building programs.
• Create mechanisms to track and measure manager effectiveness and drive accountability for people leadership.
• Co-develop interventions and resources addressing high-priority manager challenges (e.g., performance management, conflict resolution, prioritization, leading change) in partnership with other HR teams.
• Manage, coach, and develop a diverse team of learning professionals, including program managers, instructional designers, and learning experience designers.
• Scale learning delivery by activating a distributed network of HR and business professionals who can localize content and deliver training in regionally relevant ways.
• Allocate team resources effectively to meet evolving business needs.

Preferred Qualifications

• Master’s degree or professional certifications in L&D, OD, or related fields preferred