Director, Commercial Learning & Development

Richemont•New York, NY

About The Position

The Director of Commercial Learning and Development is a leadership role within Cartier North America’s Learning & Development and Transformation team. Reporting directly to the VP LDT, the Director defines, leads, and executes the strategic vision for the Commercial Learning and Development pillar in partnership with Commercial Regional VPs. The pillar supports Cartier’s commercial population across North America, including boutiques, the call center (CRC), and retail partners. The Director leads and develops a team and delivers learning solutions intended to strengthen commercial performance and the client experience. The role requires strong commercial business acumen, data-informed decision-making and measurement, and substantial field engagement. The Director spends approximately 70% of their time on field activities, including supporting direct reports, visiting boutiques, and engaging with regional leadership. The position focuses on developing boutique leadership and client-facing teams, strengthening selling skills, client experience, product knowledge, and leadership capabilities, and aligning learning initiatives with business objectives and client engagement strategies. The Director works with other L&D pillars, senior commercial stakeholders, HR partners, and cross-functional teams to identify capability needs, develop relevant learning solutions, measure their effectiveness and return on investment, and support reinforcement after classroom learning. The position also drives adoption of Cartier’s Learner Experience Platform and other learning technologies, and supports the strategic development of the CRC.

Requirements

At least 10 years of progressive Learning & Development experience, including at least 5 years in a leadership role overseeing a team; alternatively, 8 or more years as a commercial leader in retail with strong people-development experience.
Proven experience leading and developing a geographically dispersed team.
Demonstrated knowledge of a commercial selling environment; experience as a commercial leader is highly preferred.
Exceptional commercial business acumen and understanding of sales drivers, client experience, and market dynamics.
Strong analytical and data interpretation skills, including the ability to make strategic use of complex reporting to identify gaps, inform decisions, and measure impact.
Experience developing and implementing comprehensive measurement strategies for learning and development initiatives.
Experience leveraging data and partnering with a Data Analytics team.
Leadership presence and ability to inspire, influence, and motivate people and teams at all levels.
Critical-thinking skills and a proactive approach to identifying challenges and developing innovative, results-focused solutions.
Superior interpersonal, communication, and presentation skills, including the ability to explain complex ideas clearly and persuasively to senior executives and diverse audiences.
Ability to build and maintain trust-based relationships with internal and external stakeholders.
Collaborative approach and a track record of partnering with cross-functional teams to achieve shared objectives.
Bachelor’s degree in a related field, such as Business, Human Resources, Education, or Organizational Development.
Proficiency in Microsoft Office Suite, including Word, Excel, PowerPoint, and Outlook; proficiency with design tools such as Canva; comfort using AI; and experience with Learning Management Systems (LMS).
Ability to accommodate approximately 70% travel across North America, including visits to boutiques and regional offices.

Nice To Haves

Luxury retail experience.
Master’s degree.

Responsibilities

Define, develop, and execute the strategic vision and roadmap for Commercial Learning and Development across Cartier North America, aligning with global L&D strategies and commercial objectives.
Translate business challenges and opportunities into measurable learning and development strategies that drive commercial outcomes.
Partner with the other L&D pillars to identify capability gaps, propose solutions, and contribute to the department’s strategic direction.
Analyze commercial reporting and data to identify performance gaps and trends, inform priorities, and guide strategic decisions.
Design, implement, and refine a measurement strategy to evaluate learning effectiveness and return on investment.
Lead, mentor, and develop a geographically dispersed team of Commercial Learning and Development professionals; oversee performance management, goal setting, and career development.
Ensure field teams contribute to selling skills, client experience, product knowledge, and leadership capabilities, and reinforce behaviors and skills defined in Cartier’s curriculum.
Provide commercial business knowledge and field insights to the Instructional Design team so learning solutions are relevant, practical, and impactful.
Drive adoption and use of Cartier’s Learner Experience Platform and other learning technologies.
Lead a unified learning strategy for boutique and call center populations, aligned with business objectives and client engagement strategies.
Focus on strategic development of the CRC and deliver learning solutions suited to evolving client needs and the team’s setting.
Build and maintain relationships with Regional VPs, Boutique Directors, HR Business Partners, and other commercial leaders; understand needs, align priorities, and co-create solutions.
Partner with cross-functional teams to integrate learning initiatives with broader business strategies and arrange reinforcement after classroom learning.
Present strategic insights, performance analyses, and recommendations to senior leadership to influence decisions and gain support for initiatives.
Partner with the operational learning team to understand training requirements and integrate operational best practices into field visit check-ins.
Spend approximately 70% of time on field activities, including time with direct reports, boutique visits, and engagement with regional leadership.
Use firsthand field observations of selling environments, client interactions, and operations to identify trends and opportunities and translate them into learning strategies and recommendations for the AVP.