Director, Learning and Development
About The Position
The Director, Learning & Development (L&D) is an enterprise learning leader responsible for defining and executing the organization’s learning, leadership development, and talent capability strategy across School Solutions and Shared Services. This role establishes the long‑term vision for leader capability, performance effectiveness, and organizational development, ensuring learning programs directly enable business outcomes and organizational growth. Reporting to the Vice President, People & Culture, the Director, L&D sets the strategic direction for leadership development, performance enablement, and talent programs. This role partners closely with senior leadership to align capability building with organizational priorities, drive cultural consistency, and strengthen leadership effectiveness at scale.
Requirements
- Bachelor’s degree in Education, Human Resources, Organizational Development, Learning & Development, or related field required; Master’s degree preferred.
- 8+ years of progressive experience in Learning & Development, Organizational Development, or leadership development.
- 5+ years leading L&D teams or enterprise learning programs.
- Demonstrated success building scalable leadership development strategies in complex or multi‑site organizations.
- Deep expertise in performance management, coaching frameworks, and capability building.
- Experience working with senior leaders and influencing organizational strategy.
Nice To Haves
- L&D, coaching, or OD certifications preferred (ATD, CPTD, coaching certification, SHRM, etc.).
Responsibilities
- Define and own the enterprise learning and leadership development strategy aligned to organizational priorities and growth plans.
- Establish multi‑year capability roadmaps that build leader effectiveness, accountability, and performance excellence.
- Partner with executive leaders to identify organizational capability gaps and develop scalable solutions.
- Ensure learning initiatives directly support business performance, engagement, and retention outcomes.
- Oversee the design and implementation of leadership development programs across all leader levels.
- Guide the organization’s performance management enablement approach, ensuring leaders are equipped to set expectations, provide feedback, and calibrate performance effectively.
- Create frameworks, standards, and governance for feedback quality, rating consistency, and accountability.
- Advise senior leaders on leader effectiveness, coaching practices, and performance readiness.
- Own enterprise talent management programs including competency frameworks, succession planning, leadership readiness, and career pathways.
- Partner with HR and executive leadership to drive adoption of talent practices and reinforce leadership expectations.
- Design scalable approaches to leadership onboarding and role transitions.
- Provide organizational insights and recommendations based on talent and performance trends.
- Establish governance, processes, and operating rhythms for learning design and delivery.
- Oversee the annual learning calendar, program portfolio, and enterprise rollout plans.
- Embed organizational values and leadership expectations into learning experiences and leadership standards.
- Partner with cross‑functional stakeholders to align learning initiatives with engagement and culture priorities.
- Support change management efforts for major organizational initiatives and transformations.
- Establish success metrics that connect learning initiatives to performance, engagement, retention, and leader effectiveness.
- Build dashboards and executive reporting on leadership capability and talent readiness.
- Continuously evaluate and evolve programs based on data, feedback, and business outcomes.
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What This Job Offers
Job Type
Full-time
Career Level
Manager
