Director of HR - Learning, Development, and Organizational Effectiveness (In Office)

KemperSports•Northbrook, IL

20h•$110,000 - $130,000•Onsite

About The Position

This role partners with the Executive Vice President of Human Resources to develop and execute the organization's strategy for learning, leadership development, talent management, and organizational effectiveness. The position involves designing various development programs, creating enterprise learning curricula, and leading initiatives to strengthen organizational culture and employee engagement. It also includes managing talent management processes, assessing organizational capability gaps, standardizing HR processes, and leading HR technology implementations. A key aspect of the role is driving organizational change management and partnering with leaders to enhance organizational design and effectiveness.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business Administration, Education, Psychology, or a related field
8+ years of progressive Human Resources experience
2+ years of experience with significant responsibility in learning and development, organizational effectiveness, and/or talent management.
Experience in an organization with a large non-exempt workforce, preferably in a matrixed, multi-location business.
Brings a high-energy, relationship-focused approach with the resilience to thrive in dynamic environments.
Demonstrated success in leadership development, succession planning, organizational change, and HR transformation initiatives.
Experience with HR technology implementations and large-scale cross-functional projects.
Strong understanding of instructional design, adult learning principles, organizational development, and talent management.
Excellent executive communication, facilitation, coaching, and presentation skills.
Proven ability to influence leaders and drive results in a collaborative environment.
Strong analytical, strategic planning, organizational, and project management capabilities.

Responsibilities

Partner with the Executive Vice President of Human Resources to develop and execute the organization's strategy for learning, leadership development, talent management, and organizational effectiveness.
Design onboarding, leadership development, technical, functional, compliance, and professional development programs for field and corporate employees using instructor-led, virtual, e-learning, and self-paced learning solutions.
Develop enterprise learning curricula, competency models, career pathways, and development frameworks, while measuring program effectiveness through business outcomes and performance metrics.
Lead and execute the creation and maintenance of initiatives that strengthen organizational culture, employee engagement, inclusion, collaboration, and organizational effectiveness.
Create and maintain processes around talent management initiatives including succession planning, leadership pipeline development, career pathing, talent reviews, workforce planning, and Individual Development Plans (IDPs).
Partner with HR Business Partners and business leaders to assess organizational capability gaps and implement targeted talent and development strategies.
Develop, standardize, and continuously improve HR processes, templates, workflows, SOPs, and operations to drive consistency, efficiency, and compliance.
Lead project management for enterprise HR technology initiatives, including HRIS, Learning Management Systems (LMS), performance management, talent management, and other strategic system implementations.
Drive organizational change management by developing implementation strategies, communication plans, stakeholder engagement, and adoption initiatives for business transformations and technology implementations.
Partner with leaders to enhance organizational design, leadership effectiveness, employee development, and an inclusive, high-performing workplace.
Establish and monitor key performance indicators (KPIs) and dashboards to evaluate learning effectiveness, employee engagement, talent development, succession readiness, leadership bench strength, and organizational health.