Director of Learning and Development

Commonwealth of Massachusetts•Springfield, MA

1d•Onsite

About The Position

The Department of Developmental Services (DDS) is seeking an innovative, collaborative, and mission-driven leader to serve as the Director of Learning and Development for the Central/West Region. This position provides strategic leadership in the design, development, implementation, and evaluation of regional learning initiatives that strengthen workforce competency, leadership capacity, and organizational performance. The Director of Learning and Development serves as the region's instructional design expert, applying evidence-based adult learning principles and instructional design methodologies to develop engaging, accessible, and impactful learning experiences that support DDS employees across all disciplines. Working collaboratively with regional leadership, the statewide Learning and Development Office, subject matter experts, and program staff, the Director ensures learning initiatives align with the agency's mission, strategic priorities, regulatory requirements, and commitment to person-centered supports.

Requirements

At least five years of full-time, or equivalent part-time, professional, administrative, supervisory or managerial experience in business administration, business management, public administration, financial management, or professional experience in a particular specialty (i.e. scientific, professional, or technical)
Of which three years must have been in a supervisory or managerial capacity
A current and valid motor vehicle driver's license at a class level specific to assignment may be required.

Nice To Haves

A Bachelor's or higher degree with a major in business administration, business management, public administration, financial management, or degree related directly to the specialty may be substituted for one year of the required (A) experience.
A Graduate or higher degree with a major in business administration, business management, public administration, financial management, or degree related directly to the specialty may be substituted for two years of the required (A) experience.

Responsibilities

Develop and implement a comprehensive regional learning and development strategy that supports workforce excellence and organizational priorities.
Assess organizational learning needs through data analysis, stakeholder engagement, performance metrics, and operational trends.
Translate organizational goals into measurable learning strategies that improve employee performance and service delivery.
Serve as a trusted advisor to regional leadership regarding workforce development, succession planning, and organizational learning.
Lead the design, development, revision, and evaluation of high-quality learning programs utilizing adult learning theory, instructional design models, and evidence-based instructional practices.
Develop blended learning solutions, including instructor-led training, virtual learning, e-learning, microlearning, job aids, performance support tools, and competency-based curricula.
Ensure instructional materials are engaging, accessible, inclusive, and aligned with learning objectives and organizational standards.
Apply learning science principles to maximize learner engagement, retention, knowledge transfer, and performance improvement.
Oversee regional onboarding and New Employee Orientation (NEO) programming while ensuring consistency with statewide expectations.
Establish quality assurance processes for curriculum development, instructional delivery, and learning outcomes.
Evaluate learning effectiveness using participant feedback, performance data, knowledge assessments, and operational outcomes to continuously improve programs.
Manage multiple learning initiatives simultaneously while ensuring timely implementation and high-quality deliverables.
Design and facilitate leadership development programs that strengthen supervisory, management, and executive competencies.
Support emerging leaders through coaching, mentoring, and competency-based development initiatives.
Partner with regional leadership to identify future workforce development priorities and succession planning opportunities.
Partner with area offices, state-operated programs, clinical staff, quality enhancement personnel, and administrative leadership to identify learning priorities and performance gaps.
Collaborate with subject matter experts to translate complex operational and clinical content into effective instructional materials.
Foster strong partnerships with statewide Learning and Development leadership to ensure consistency, innovation, and alignment across the agency.
Provide leadership, supervision, coaching, and professional development to regional Learning and Development staff.
Promote a culture of continuous learning, innovation, accountability, and collaboration.
Monitor workload, project timelines, and resource allocation to ensure efficient operations.
Stay current on trends in instructional design, learning technologies, adult education, organizational development, and workforce training.
Recommend innovative learning solutions that enhance employee engagement and improve organizational effectiveness.
Utilize learning analytics and performance data to drive continuous improvement and demonstrate the impact of learning initiatives.