Director, Learning & Development

Gifthealth•Columbus, OH

6d•Remote

About The Position

Gifthealth is establishing a centralized Learning and Development function for the first time. The Director of Learning and Development will inherit a company with strong, mature training programs in Customer Success and Pharmacy Operations, and a fragmented platform landscape spanning five systems. Reporting to the Chief People Officer, this role exists to bring those programs under one roof, eliminate redundancy, build the infrastructure that makes great training scalable, and develop the programs Gifthealth currently does not have. This is a builder role with executive visibility: the Director will own the LMS consolidation decision, integrate two high-performing embedded training teams into a unified function, launch Gifthealth’s first enterprise leadership development program, and design the competency frameworks that support career growth across all departments.

Requirements

Bachelor’s degree or equivalent experience (Required)
8 to 12+ years in learning and development, organizational development, or instructional design; 3+ years in a senior or director-level role leading a multi-team L&D function (Required)
Demonstrated LMS selection, implementation, or consolidation experience; track record of building from a fragmented or decentralized training environment into a unified function (Required)
Experience managing embedded or matrixed training teams across departments; background in both live/virtual instructor-led training and asynchronous eLearning content development (Required)
L&D architecture: ability to design a multi-pillar training function from scratch or in transition, with a clear point of view on what a mature enterprise L&D function looks like and how to build toward it (Required)
Platform expertise: fluent in LMS evaluation and administration; able to run a vendor RFI, evaluate build vs. buy tradeoffs, and manage a migration without losing compliance continuity (Required)
Compliance training ownership: experience owning annual compliance programs in a regulated environment; understands the distinction between training for completion and training for behavior change (Required)
Stakeholder influence without authority: able to align department heads who have historically owned their own training; earns buy-in through credibility and results (Required)
Leadership development design: has designed or delivered a leadership program and has a clear point of view on build vs. buy for management development at different company stages (Required)
Data and measurement: able to measure training effectiveness beyond completion rates and build a reporting framework that connects L&D activity to business outcomes (Required)
Team leadership: experienced managing trainers, content developers, and facilitators who are deeply expert in their department context; comfortable leading protective, high-performing embedded teams through a unification process (Required)

Nice To Haves

CPTD, SHRM-SCP, or equivalent professional certification (Preferred)
Experience in healthcare, specialty pharmacy, or another regulated industry (Preferred)

Responsibilities

Establish the vision, operating model, and standards for enterprise L&D at Gifthealth; define a training governance model that delineates how L&D and department leaders work together; serve as the L&D voice in people strategy discussions with the CPO and bring data-driven perspective on how learning drives business outcomes
Lead the evaluation and selection of a single enterprise LMS to replace the current five-platform landscape; own the full migration project including content ownership, data migration, completion tracking continuity, and phased rollout; design and launch a single-source training completion dashboard; serve as the internal subject matter expert on learning technology and own the training technology roadmap
Own all enterprise compliance training including HIPAA, FWA, URAC, harassment prevention, safety SOPs, and IT security; ensure training is assigned, tracked, and completed on schedule across all employee populations; eliminate content duplication across platforms prior to migration; manage state-specific training obligations in partnership with Legal
Launch a New Manager Essentials program within the first 90 days leveraging an external partner (DDI, CCL, or Korn Ferry); design and pilot Gifthealth’s first cohort-based Emerging Leaders program in Year 1; build internal leadership curriculum over time anchored in Gifthealth’s operating context
Design skill and behavior competency frameworks starting with Customer Success and Pharmacy job families and expanding to all 17 job families over 18 months; launch a structured internal mobility program; design and roll out Individual Development Plans enterprise-wide; formalize policy and administration for external certifications and tuition support
Evolve New Employee Orientation into a structured onboarding experience with 30-60-90 day check-ins and time-to-productivity tracking; integrate department-level onboarding tracks into the enterprise experience and LMS; partner with HR and IT to automate new hire training enrollment triggered by the HRIS