Director, Learning and Organizational Development

Professional Career•Chicago, IL

1d•$85,000 - $100,000•Hybrid

About The Position

Reporting to the VP of Human Resources, the Director, Leadership & Organizational Development is responsible for planning, implementing, and overseeing leadership development and employee learning programs across Moody Bible Institute. This role carries two integrated mandates: (1) design and sustain an organizational learning strategy that improves individual and institutional effectiveness in service of Moody’s mission; and (2) own and ensure the successful transition and long-term continuity of Moody’s Entrepreneurial Operating System (EOS) from external consulting to a high-functioning in-house facilitation model. The Director serves as Moody’s internal champion for both leadership growth and operational cadence, ensuring these disciplines reinforce one another.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Education, Business, or a related field.
Minimum of 10 years of progressive experience in organizational learning, leadership development, and training, including at least 3 years in a management or director-level role.
Demonstrated experience designing and facilitating leadership development programs for mid-level and senior leaders.
Familiarity with EOS (Entrepreneurial Operating System) or comparable organizational operating frameworks; EOS Implementer certification or Certified EOS Facilitator credential is strongly preferred.
Relevant professional certifications in training and development, such as ATD’s Certified Professional in Talent Development (CPTD), SHRM-CP/SCP, ICF coaching credentials, or equivalent.
Excellent facilitation, presentation, and communication skills, both written and verbal, with the ability to engage audiences from individual contributors to senior leadership.
Strong relationship-building skills with demonstrated ability to influence without authority and work across all levels and functions of an organization.
Working knowledge of HRMS platforms and proficiency in Microsoft Office suite (Word, Excel, PowerPoint).

Nice To Haves

Master’s degree in Organizational Development, Instructional Design, Business Administration, or a related field.
Prior experience in a faith-based, higher education, or nonprofit organization.
Demonstrated knowledge of adult learning principles, needs assessment methodologies, instructional design, and program evaluation.
Experience managing vendor and consultant relationships, including transition planning from external to in-house delivery.
Experience building and managing internal facilitation teams or communities of practice.

Responsibilities

Learning & Development Strategy: Develops and implements an effective organizational learning strategy that is consistent with and actively promotes Moody’s mission, values, and objectives, addressing development needs across all employee levels and ministry and support roles.
Identifies development priorities in cooperation with the VP of Human Resources; prepares semi-annual plans addressing those priorities with defined outcomes and success metrics.
Assesses organizational development needs and designs program offerings that address both job performance and cultural and behavioral dimensions of effectiveness.
Maintains and continuously improves an ongoing program of leadership development events, including Moody core development programming.
Develops and administers the annual Learning & Development budget and its allocation across departments.
Develops employee feedback mechanisms to evaluate development experiences and uses results to ensure program effectiveness and continuous improvement.
Partners with managers to assess team development needs and supports the creation of development plans for their work units.
Develops and oversees effective onboarding solutions for all new employees, ensuring consistent messaging across the institution.
Ensures all incoming managers and leaders are properly introduced to and integrated into Moody’s operating culture, including EOS principles and rhythms.
Utilizes HRMS (UKG) to document and track employee development experiences and outcomes.
Manages the selection, procurement, and inventory of training materials and learning resources.
EOS Facilitation Transition & Continuity: Owns Moody’s transition from external EOS consulting to a fully sustainable in-house facilitation model, serving as the institutional point of accountability for the success of this multi-year initiative.
Recruits and develops a team of trained internal EOS facilitators who are drawn from existing staff with day-job responsibilities; ensures facilitators receive the preparation, protected capacity, and coaching necessary to fulfill this role effectively.
Partners with Moody’s external EOS consultant during the transition period (anticipated one year minimum), coordinating the consultant’s ½-day pre-quarterly facilitator preparation sessions and ½-day post-quarterly debrief sessions.
Ensures all EOS quarterly and annual planning meetings across all participating teams and departments occur on schedule and are properly facilitated, including review of prior rocks, learnings, and corrections, and the setting of new rocks, goals, and targets.
Monitors the consistent execution of weekly Level 10 (L10) meetings across the organization, providing support and accountability to team leaders as needed.
Develops and maintains standard EOS facilitation resources, guides, and toolkits for internal use.
Ensures all newly promoted or hired managers who lead EOS teams are trained and integrated into EOS rhythms in a timely manner.
Tracks and reports on the health and consistency of EOS implementation across the institution; surfaces risks or gaps to the VP of Human Resources.
Leadership Development for EOS Participants: Owns the leadership development component of the EOS quarterly planning process, which was previously facilitated by the external consultant; this includes curating and recommending books, practices, and habits for leaders participating in EOS sessions.
Designs and delivers or coordinates brief leadership development segments at each quarterly EOS planning meeting, ensuring leaders are consistently challenged to grow and strengthen their leadership effectiveness.
Builds and maintains a recommended leadership resource library (reading, podcasts, frameworks, etc.) tailored to the development stage and functional needs of Moody’s leadership cohort.
Tracks progress and integration of recommended leadership practices and reports on outcomes over time.
Employee Relations: Serves as the day-to-day point of contact for employee relations matters, including investigations, performance concerns, workplace conflict, policy interpretation, and accommodation requests, working in close partnership with and under the direction of the VP of Human Resources.
Partners with the VP of Human Resources to triage, document, and resolve employee relations issues with appropriate discretion, consistency, and alignment to institutional policy, escalating sensitive, complex, or legally significant matters promptly for joint handling.
Maintains accurate and confidential employee relations records, identifies recurring themes or systemic issues, and recommends corresponding improvements to policy, training, or manager development in coordination with the VP of Human Resources.