Director, Learning & Development

Gifthealth Inc • Columbus, OH

12h • $180,000 - $200,000

About The Position

Gifthealth is establishing a centralized Learning & Development function for the first time. The Director of L&D will inherit a company with strong, mature training programs in Customer Success and Pharmacy & Operations — and a fragmented platform landscape spanning five systems. This role exists to bring those programs under one roof, eliminate redundancy, build the infrastructure that makes great training scalable, and develop the programs that Gifthealth currently doesn't have.

This is a builder role. 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 the company. They will report to the CPO and sit at the table where people strategy gets made.

Requirements

• 8–12+ years in learning & development, organizational development, or instructional design
• 3+ years in a senior or director-level role leading a multi-team L&D function
• Demonstrated LMS selection, implementation, or consolidation experience
• Track record of building from a fragmented or decentralized training environment into a unified function
• Experience managing embedded or matrixed training teams across departments
• Background in both live/virtual instructor-led training and asynchronous eLearning content development
• L&D architecture: Can design a multi-pillar training function from scratch or in transition. Knows what a mature enterprise L&D function looks like and has a clear opinion on how to build toward it.
• Platform expertise: Fluent in LMS evaluation and administration. Can run a vendor RFI, evaluate build vs. buy tradeoffs, and manage a migration without losing compliance continuity.
• Compliance training ownership: Has owned annual compliance programs in a regulated environment. Understands the difference between training-for-completion and training-for-behavior-change.
• Stakeholder influence without authority: Can align department heads (Customer Success, Pharmacy, Warehouse, IT) who have historically owned their own training. Gets buy-in through credibility and results, not org chart position.
• Leadership development design: Has designed or delivered a leadership program — not just attended one. Has a point of view on build vs. buy for management development at different company stages.
• Data and measurement: Knows how to measure training effectiveness beyond completion rates. Can build a reporting framework that connects L&D activity to business outcomes.
• Team leadership: Has managed trainers, content developers, and facilitators. Comfortable leading people who are deeply expert in their department context and protective of what they've built.

Nice To Haves

• Experience in healthcare, specialty pharmacy, or another regulated industry strongly preferred
• CPTD, SHRM-SCP, or equivalent certification a plus — not required

Responsibilities

• Build the function: Establish the vision, operating model, and standards for enterprise L&D at Gifthealth. Define what great training looks like across all departments and modalities.
• Lead a distributed team: Directly manage David Wachowiak (L&D Manager), Justin See (Culture & Engagement Manager), and Hannah Moss (HR Coordinator). Provide functional leadership to Kalena Hornkohl (Director, Customer Success Training), Tessa Merideth (Pharmacy & Ops Trainer Lead), and their embedded trainer teams.
• Own the training governance model: Define how L&D and department leaders work together — L&D owns how training is built and delivered; department heads own what gets trained. Establish clear accountability and a decision-making framework that scales.
• Report to the CPO: Serve as the L&D voice in people strategy discussions. Bring data, perspective, and a clear point of view on how learning and development drives business outcomes.
• Lead the platform decision: Evaluate and select a single enterprise LMS to replace the current five-platform landscape (HSI, PAAS, Dot LMS, Paylocity training modules, Wizer). Own the vendor evaluation, stakeholder alignment, contract negotiation, and announcement.
• Execute the migration: Build and manage the full migration project plan — content ownership, data migration, completion tracking continuity, user communication, and phased rollout. Compliance training must not lapse during transition.
• Build the completion dashboard: Design and launch a single-source training completion dashboard visible to the Director, department heads, and the CPO. Monthly reporting cadence.
• Own the training technology roadmap: Serve as the internal subject matter expert on learning technology. Evaluate integrations with Paylocity (HRIS) for automated enrollment and new hire workflows.
• Own enterprise compliance training: Ensure all required training — HIPAA, FWA, URAC measures, Lilly-required documentation, harassment prevention, safety SOPs, IT security — is assigned, tracked, and completed on schedule across all populations.
• Eliminate redundancy: The current inventory contains significant duplication across platforms (Hazardous Drug training appears 4x, HIPAA in multiple tracks). Consolidate before migration.
• Manage state-specific requirements: Track and implement compliance training obligations as Gifthealth operates and expands across multiple states. Partner with Legal on regulatory changes.
• Launch New Manager Essentials: In partnership with David Wachowiak, select and deploy an external program (DDI, CCL, or Korn Ferry) for first-time and frontline managers within the first 90 days. Don't wait to build internal curriculum.
• Design the Emerging Leaders program: Build Gifthealth's first cohort-based leadership development program. Define enrollment criteria, curriculum arc, facilitator model, and success metrics. Pilot in Year 1.
• Build the internal curriculum: Over time, develop Gifthealth-specific leadership and management content — feedback conversations, performance management, inclusive leadership — anchored in our operating context, not generic frameworks.
• Build competency maps: Design skill and behavior frameworks for Gifthealth's job families, starting with Customer Success (PCR I/II/III) and Pharmacy (Production Associate through Pharm Tech). Expand to all 17 job families over 18 months.
• Launch internal mobility: Develop a structured internal mobility program — formal posting, transfer process, bridge programs, and L&D support for employees moving between departments.
• Own IDP process: Design and roll out Individual Development Plans enterprise-wide. Partner with HRBPs to connect IDPs to performance cycles and career conversations.
• Formalize certification and tuition support: Create a policy and administration process for external certifications (CPhT, SHRM, PMP, etc.) and tuition support. Currently undocumented.
• Strengthen NEO: Partner with Justin See to evolve New Employee Orientation from a 1.5-hour event into a structured onboarding experience with 30-60-90 day check-ins and time-to-productivity tracking.
• Integrate role-specific tracks: Ensure the strong department-level onboarding programs (PCR nesting, Pharmacy Tech trainee track, Intake, Warehouse) are connected to the enterprise onboarding experience and tracked in the LMS.
• Automate new hire enrollment: Partner with Hannah Moss and IT to build automated training assignment workflows triggered by Paylocity at hire. Eliminate manual scheduling.
• Establish engagement measurement: Design and launch Gifthealth's first enterprise engagement survey with Justin See. Establish a baseline for culture and belonging metrics.
• Build inclusion programming: Move beyond compliance (harassment prevention exists) into belonging — psychological safety, allyship, inclusive feedback. Partner with an external DEI facilitator for cohort 1.
• Own change management capability: The LMS consolidation is the first major change event. Build the muscle for structured change management — communications, manager enablement, adoption tracking — that will apply to future initiatives.

Benefits

• Strong, mature training programs in Customer Success and Pharmacy & Operations
• Fragmented platform landscape spanning five systems
• Talented people who are excellent at what they do and have been waiting for a home
• Authority to make the LMS decision, set the standards, and launch the programs
• Direct visibility to the executive team

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Education Level: No Education Listed