Director of Learning and Development

Community Access•New York, NY

About The Position

The Director of Learning & Development provides strategic leadership for Community Access’s agency-wide learning, professional development, leadership development, and organizational capability initiatives. Reporting to the Chief People Officer, the Director develops and implements a comprehensive learning and development strategy to strengthen employee effectiveness, manager capability, career growth, organizational performance, and consistent application of the organization’s mission, values, and practice approaches. The Director partners with executive leadership, Human Resources, program leadership, managers, employees, and subject-matter experts to identify organizational capability needs and translate them into effective learning and development solutions. The Learning & Development Department leads agency-wide training, manager and leadership development, career growth, learning technology, and organizational development. It works with employees and leaders to deliver inclusive, accessible, mission-aligned learning, measure its impact, support continuous improvement, and promote high-quality services. The role is accountable for developing an annual learning strategy and needs assessment; supporting timely completion of required training and manager development; tracking employee and career-development opportunities; measuring learning effectiveness; partnering with operational departments; delivering quarterly executive learning dashboards; building an internal trainer and subject-matter-expert network; and using training evaluations and organizational data to improve programs. The position requires the ability to travel to and work in the field.

Requirements

Commitment to Community Access’s mission, values, and practice approach.
A minimum of a bachelor’s degree in Learning Development, Organizational, Behavioral or Educational Psychology, or a relevant field is preferred.
Proficiency in Learning Management Systems and learning technology strategy.
Five to seven years of progressive leadership experience in learning and organizational development, training strategy, leadership development, or related organizational capability-building work.
Strong collaboration skills and ability to solve complex challenges and support cross-functional teams.
Knowledge of instructional design principles and adult learning theories.
Cultural competence and ability to create inclusive training programs for varied learning styles and backgrounds.
Excellent computer skills, including MS Office Suite (Word, PowerPoint, Outlook, Excel, Teams), Zoom, Articulate, and learning technology.
Ability to travel to and work in the field.
Strong project management, meeting facilitation, and problem-solving skills.
Active affiliation with appropriate Learning and Development networks, associations, or organizations, and ongoing community involvement.

Nice To Haves

Experience in a nonprofit or service-delivery organization using a rights-based or social-justice approach.
Experience with Bridge LMS or comparable systems.
Appropriate Learning and Development certifications.
Lived experience utilizing public mental health systems, inpatient psychiatric hospitalization, and/or other life-impacting experiences with mental health that reflect the communities served.
Bilingual candidates are encouraged to apply.

Responsibilities

Develop and implement an agency-wide learning and development strategy aligned with organizational priorities.
Complete an annual agency-wide learning needs assessment and establish priorities and an action plan.
Oversee required training completion, including an escalation process for missed deadlines.
Develop and deliver manager and new-manager development programs.
Track employee participation in and use of professional-development opportunities.
Establish career-development frameworks and pathways for prioritized roles.
Define learning and application measures for priority programs.
Establish learning plans in partnership with major operational departments.
Deliver quarterly executive learning and development dashboards with trends and actions.
Establish and maintain an internal trainer and subject-matter-expert network.
Use training evaluations and organizational data to document and implement program improvements.
Partner with executive leadership, Human Resources, program leadership, managers, employees, and subject-matter experts to identify capability needs and develop learning solutions.
Lead organizational change and support cross-functional teams in solving complex challenges.
Create or oversee impactful training using instructional design principles, adult learning theories, and varied learning methods.
Develop inclusive training that reflects workforce diversity and varied learning styles and backgrounds.
Travel to and work in the field.