Director Learning & Development

Armada•Pittsburgh, PA

2d•Hybrid

About The Position

The Director, Learning & Development is responsible for designing, implementing, and leading an integrated people-development ecosystem that aligns learning, performance management, succession planning, and talent management with organizational strategy and drive business outcomes. This role serves as the organization’s internal expert on talent and capability development – partnering closely with senior leaders to strengthen leadership pipelines, enhance workforce capability, and support long-term growth. The ideal candidate is a strategic systems thinker who is also a hands-on builder, capable of translating business priorities into scalable, high-impact development solutions.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Education, or related field.
7+ years of progressive leadership experience, including considerable experience in Learning and Development, Talent Management, Organizational Development, Workforce Planning and Performance Management.
Proven experience designing and leading performance management, succession planning, and talent management systems.
Experience with learning and /talent technologies (e.g., LMS, performance management platforms).
Strong facilitation, communication, and stakeholder management skills.
Demonstrated ability to influence and partner with executives and senior leaders.
Data-driven mindset with the ability to translate insights into actionable strategies.

Nice To Haves

Master’s degree in Organizational Development, Industrial-Organizational Psychology, Human Resources, or similar fields.
Professional certifications (e.g., SHRM-SCP, SPHR, CPLP.CTP).
Experience in change management methodologies.
Experience leading large-scale workforce transformation or capability-building initiatives.
Experience with Schoox (LMS)

Responsibilities

L&D Ecosystem Design & Management Design, build, and oversee a cohesive, enterprise-wide L&D architecture, including frameworks, processes, tools, and systems.
Conduct organizational needs assessments and capability gap analyses to inform development priorities.
Create learning pathways, competency models, and skills frameworks across job families and career levels.
Design and launch a formal mentoring program.
Evaluate and manage L&D technologies, platforms, and external content providers to ensure effectiveness and scalability.
Succession Planning & Leadership Pipeline Design, implement and continuously enhance a robust succession planning strategy to identify and develop future leaders.
Partner with senior leaders and HR Partners and functional heads to identify critical roles, potential successors, and readiness levels.
Strengthen talent review processes, succession tools, and leadership development programs.
Monitor bench strength, succession risks, and development progress across the organization. ensure leadership bench strength.
Performance Management Evaluate and enhance the performance management framework, to ensure fairness, consistency, and alignment with business strategy.
Evaluate and enhance goal setting, rating systems, competency models, and performance feedback processes.
Train managers and team members on performance coaching, feedback, and continuous improvement.
Leverage analytics and reporting to assess performance trends and outcomes.
Talent Management Develop and implement end-to-end talent management strategies, including high-potential identification, talent reviews, internal mobility, and career development pathways.
Facilitate cross-functional talent discussions to support workforce planning and capability.
Build tools and processes that increase engagement, retention, and internal career movement.
Program Development & Delivery Design and launch leadership development programs, onboarding curricula, and skill-building initiatives.
Oversee vendor relationships and content development.
Define KPIs and measure program effectiveness, impact, and ROI to drive continuous improvement.
Stakeholder Partnership & Change Leadership Partner with senior leaders, HR Partners, and functional leaders to align L&D and talent strategies with business priorities
Lead change management efforts to drive adoption of new programs and systems.
Serve as a trusted advisor and subject matter expert in learning, talent, and organizational development.
Supervisory Responsibilities Directly manage 1-2 HR team members, depending on the scope of work and organizational needs.