View Our Website View All Jobs

Director, Learning & Development


Position Summary:  

Manages the activities involved in the design, preparation, delivery and need assessment of training and development programs for company managers and employees. Joins in partnership with other HR professionals and the business to assess and implement organizational development programs, processes and training initiatives to support organizational strategies. Determines company needs for leadership development, succession planning, career management, interpersonal skills and communication training. Develops and/or approves content, methods, and materials for training staff and may conduct courses. Develops methods for evaluation of program effectiveness. Typical responsibilities may include development and delivery of programs, such as new employee orientation, performance management and/or organizational development training. Will also provide HR business partnership to some teams.


Essential Functions:

  • Design, execute & manage development programs that cultivate, engage and develop talent at all levels and roles, building a sustainable talent pipeline.
  • Design & deliver development strategies in multiple modalities (e.g., virtual and in-person instructor led workshops, self-paced programs, e-learning, blended learning and action & experience-based learning).
  • Lead the design and implementation of high impact leadership and management development experiences that provide real time learning and on-going coaching support for leaders at all levels
  • Lead the design, development and implementation of L&D programs, workshops, tools and resources tailored to meet specific needs.
  • Be an active thought partner for, and collaborate with, the Senior Director of HR to further the vision of developing talent, fostering employee engagement, and building the technical and leadership capabilities needed to drive our success.
  • Lead role in facilitation of L&D development programs and workshops (e.g. in-person, virtual, and blended learning experiences) for audiences of all levels.
  • Facilitate meetings and focus groups as needed for team-building, problem solving, brainstorming, etc.
  • Analyze performance and learning needs, determine scope, select appropriate solutions, leverage traditional and innovative strategies, and create supplemental materials to support learning programs.
  • Effectively select and manage contingent design and delivery talent (vendors and contractors) to ensure projects meet quality, cost & schedule requirements.
  • Lead role in managing master calendar of L&D programs; includes ensuring logistics, resources, and support are in place to execute successful employee experiences. Plan, organize, and manage resources to support project objectives.
  • Partner with Home Office teams to execute key development programs and ensure participation within them.
  • Evaluate the effectiveness of learning & development solutions; measure return on investment.
  • Make recommendations to enhance individual and team effectiveness, and streamline quality offerings. Provide feedback and recommendations to promote sustainability.
  • Build sustainable partnerships within HR and the business and leverage relationships to secure support for L&D initiatives, and manage change effectively.
  • As an HR Business Partner, serve as a partner and trusted advisor to leaders, to diagnose, translate, and define current and future business needs into an overall integrated strategic HR plan for the client function.
  • Assess organization capabilities; identify competency and talent gaps, ensure development of people resources; support talent assessment and succession planning.


Preferred Skills and Experience:

  • Learning Agility – Uses multiple methods to learn new things quickly, asks for and acts on feedback to improve programs, processes, tools and individual performance.
  • Strategic Thinking – Strong strategic thinking skills and experience building strategic plans; ability to translate strategy into organization capability and develop learning solutions that drive stability and retention; exemplifies excellent decision making, judgment, and common sense.
  • Drive for Results – Solid, proven track record of delivering results; Ability to design strategic organization initiatives and interventions that drive business performance. A demonstrated track record of success in this area is essential.
  • Change Leadership – Has led large-scale change initiatives; able to plan change activities with an eye on needs of all stakeholder groups, excellent and effective verbal and written communication skills; able to write clearly and succinctly in a variety of communications settings and styles; able to make the complex simple, practical and actionable.
  • Collaboration / Influencing – Able to build strong, effective relationships with people at all levels, particularly at leadership level; Excellent interpersonal skills/relationship builder and people manager; Ability to consult effectively with senior management; Success in building stakeholder support, alignment and active engagement – Must be a strong business and HR partner.
  • Committed to the values of integrity, accountability, transparency, scientific rigor and drive.
  • Current US work authorization required.
  • Ability to travel domestically and internationally.


Preferred Education: 

  • Bachelors degree required.
  • Preferred – Masters Degree in Adult Learning, Instructional Design, Education, HR or Business preferred but not required.
  • Minimum of 10 years of training experience.
Read More

Apply for this position

Apply with Indeed
Attach resume as .pdf, .doc, or .docx (limit 2MB) or Paste resume

Paste your resume here or Attach resume file

To comply with government Equal Employment Opportunity / Affirmative Action reporting regulations, we are requesting (but NOT requiring) that you enter this personal data. This information will not be used in connection with any employment decisions, and will be used solely as permitted by state and federal law. Your voluntary cooperation would be appreciated. Learn more.

Invitation for Job Applicants to Self-Identify as a U.S. Veteran
  • 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.
Veteran status

Voluntary Self-Identification of Disability
Voluntary Self-Identification of Disability Form CC-305
OMB Control Number 1250-0005
Expires 1/31/2020
Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities.i To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I 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:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Please check one of the boxes below:

You must enter your name and date
Your Name Today's Date
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

iSection 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

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.