Director, Global Learning & Development

Sysco•Houston, TX

1d•Hybrid

About The Position

The Director, Global Learning & Development leads the translation of Sysco’s enterprise and business capability priorities into contemporary, scalable learning solutions. The role leads Sysco’s global Learning & Development strategy and ecosystem, including enterprise learning solutions, compliance and required learning, learning technologies and platforms, external learning partners, learning operations, and measurement. It brings deep Learning & Development expertise and external perspective to evolve how learning is designed, accessed, and experienced across Sysco. Working closely with Talent & Leadership, OD & Change, Human Resources, business and functional leaders, and embedded Learning & Development teams, the Director diagnoses capability and performance needs and determines where learning can have meaningful impact. The role connects and enables learning activity across Sysco through governance, standards, and consistency, encouraging the sharing of expertise and solutions, reducing unnecessary duplication, and helping the organization leverage its learning investment effectively. As Sysco’s enterprise Learning & Development expert, the Director applies relevant learning science, technology, and innovative practice pragmatically to build capability and improve business and colleague outcomes. The position is based at Sysco’s Global Support Center/Corporate Office in Houston, Texas, and is hybrid, requiring on-site presence three to four days per week, with additional on-site days possible based on business needs. Travel is up to 25%.

Requirements

Bachelor’s degree or equivalent relevant professional experience in Learning & Development, Human Resources, Organisational Psychology, Education, Business, or a related discipline.
At least 7 years of progressive experience in Learning & Development or related capability disciplines, including designing and implementing learning solutions at scale within complex organizations.
Demonstrated experience translating business and capability needs into effective learning solutions, partnering across organizational boundaries, and managing multiple learning priorities, partners, and stakeholders.
Deep understanding of adult learning, capability building, and contemporary Learning & Development practice, with the ability to apply that expertise to practical performance-improving solutions.
Ability to understand business context and performance needs, diagnose capability issues, ask incisive questions, challenge assumptions, and determine whether learning is an appropriate intervention.
Ability to design learning solutions and understand how content, experiences, technology, platforms, partners, and pathways fit within a broader learning ecosystem.
Strong understanding of learning technologies, digital learning, and emerging technology, including opportunities to use artificial intelligence in learning and capability building.
Ability to build partnerships across businesses, functions, and geographies and influence without direct authority while balancing enterprise consistency with legitimate local and specialist needs.
Ability to manage complex learning portfolios, investments, partners, vendors, and delivery with commercial judgment and accountability for outcomes.
Ability to use data, evidence, and stakeholder insight to evaluate effectiveness, improve solutions, make investment decisions, and demonstrate learning’s contribution to capability and performance.
Ability to turn strategic priorities into practical roadmaps and deliver outcomes in a complex, fast-moving organization.
Ability to build high-performing teams, develop specialist expertise, and foster curiosity, experimentation, accountability, and continuous improvement.
Applicants must be currently authorized to work in the United States.

Nice To Haves

Advanced degree or relevant postgraduate qualification in Learning & Development, Human Resources, Organisational Psychology, Education, Business, or a related discipline.
Experience operating in global and matrixed organizations and working across multiple businesses, functions, or geographies.
Experience leading enterprise learning initiatives, managing learning technologies and external partners, and applying emerging learning practices and technologies at scale.
Relevant professional accreditation or qualification in Learning & Development, adult learning, instructional design, coaching, or related disciplines.

Responsibilities

Translate enterprise strategy, capability priorities, and business needs into a global Learning & Development strategy and roadmap, and lead execution across Sysco.
Partner with Talent & Leadership, Human Resources, and business leaders to diagnose capability and performance needs and develop practical, contemporary, scalable learning solutions; determine when learning is or is not the appropriate response.
Design, integrate, and evolve Sysco’s global learning ecosystem, including learning pathways, content, platforms, methodologies, and standards, while allowing appropriate flexibility across businesses, functions, markets, and geographies.
Lead the enterprise approach to compliance and required learning, partnering with Legal, Risk & Compliance, Human Resources, and business stakeholders to govern, deliver, track, and improve required learning.
Lead the effective use and evolution of learning technologies, digital learning, and emerging approaches; assess developments in learning science, technology, artificial intelligence, and external practice for practical application.
Build partnerships with embedded Learning & Development teams and capability leaders, connect enterprise and business learning activity, share expertise and solutions, and reduce unnecessary duplication.
Oversee global learning operations, investment, external partner and vendor management, content and resource management, and governance; build and manage an external partner ecosystem.
Define and apply methods to evaluate learning effectiveness and capability impact; use data and stakeholder insight to improve solutions and inform priorities and investment.
Connect learning outcomes to broader capability, performance, and enterprise outcomes in partnership with Talent & Leadership and business stakeholders.
Prioritize and deploy Global Learning & Development team resources against agreed enterprise and business priorities.
Exercise independent professional judgment over learning methodologies, standards, practices, architecture, learning approaches, portfolio prioritization, technology and content selection, vendor management, and evaluation methods within agreed strategy and parameters.
Seek review or approval for the global Learning & Development strategy and major strategic changes; significant initiatives, investments, technology or operating-model changes; material partnerships and commitments beyond delegated authority; significant compliance-learning changes; and major changes to global learning architecture, governance, or operating practices.