Director, Learning & Development

Sirius XM•Colorado Springs, CO

4d•$140,000 - $187,000

About The Position

The Director, Learning & Development, with a focus on leadership development, is a pivotal, enterprise-wide role responsible for setting the strategic direction and execution of our global leadership and high-potential development programs. This leader will ensure our global talent pipeline is robust, diverse, and equipped with the critical capabilities necessary to achieve our long-term business goals and drive cultural transformation. This position requires a hands-on leader who can balance strategic direction with day-to-day team member development, coaching and support, acting as a trusted advisor to leaders and employees alike and will report to the GVP of Global Talent Enablement.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field. Master's degree in Organizational Development or MBA strongly preferred.
10+ years of progressive experience in Talent Management, Learning & Development (L&D), or Organizational Development, with at least 5 years leading a global function or large team.
Deep, demonstrable expertise in the design, implementation, and evaluation of senior-level Leadership Development and High-Potential programs in a complex, matrixed, and global organization.
Strong business and financial acumen with the proven ability to translate business strategy into actionable talent development initiatives.
Exceptional communication, influencing, and stakeholder management skills, with proven success presenting to and advising executive leadership.
Excellent interpersonal and communication skills with the ability to influence and build strong relationships at all levels.
Ability to work independently while collaborating with global P&C colleagues.
Strong organizational and project management skills, with the ability to manage multiple priorities.
Culturally sensitive and experienced in working across diverse, multinational environments.
Fluency in English required; additional European languages are a strong asset
Certification in a recognized coaching methodology (e.g., ICF, Marshall Goldsmith)
Proficiency with Talent Management platforms (e.g., Workday, SuccessFactors) and Learning Management Systems (LMS).
Certification or deep experience with major competency/assessment tools (e.g., Korn Ferry, Hogan, MBTI). As well as Leadership tools such as Covey and Lecioni.
Experience with automation and/or AI tools such as chatGPT, Gemini, etc.
Must have legal authorization to work in the U.S.

Responsibilities

Define the Leadership Architecture: Design, implement, and govern a globally consistent Leadership Competency Framework that defines expected behaviors, skills, and mindsets for all management levels (Manager to Executive).
Flagship Program Ownership: Own the strategy, curriculum design, and delivery model for the company's most critical leadership programs, including the High-Potential (HiPo) identification process and Executive Readiness curriculum.
Cultural Integration: Partner with the P&C team as a whole to embed inclusive leadership practices, cross-cultural competence, and global mindset development into all learning initiatives.
Vendor Management: Select, manage, and hold accountable external vendors (e.g., executive coaches, academic institutions, consultants) to deliver world-class content that is scalable and impactful across different regions
Succession Planning Alignment: Closely partner with HR Business Partners and Senior Leadership to align development programs directly with the strategic workforce plan and succession gaps for critical roles.
Executive Coaching Strategy: Develop and manage the firm-wide policy and pool of external and internal executive coaches, ensuring alignment of coaching goals with strategic performance objectives.
Global Scalability: Design development initiatives that can be deployed effectively and equitably across diverse global regions, leveraging a blended learning model (virtual, in-person, micro-learning).
Content Innovation: Drive the adoption of modern learning technologies including AI-enabled coaching, personalized learning journeys, augmented reality training) to enhance engagement and effectiveness.
Impact Measurement (ROI): Establish rigorous metrics (KPIs) and evaluation methodologies (e.g., Kirkpatrick Levels 3 & 4) to demonstrate the measurable impact and Return on Investment (ROI) of all leadership development programs
Talent Analytics: Utilize data from performance reviews, 360° feedback, engagement surveys, and attrition to proactively diagnose organizational capability gaps and inform future development strategy.