Director of Learning and Development

Plymouth Housing Group•Seattle, WA

1d•Hybrid

About The Position

The Director of Learning and Development shapes how more than 500 employees across Housing Operations, Quality, Innovation and Health (QIH), Real Estate, Finance, and Administration learn, grow, and advance their careers. The role owns the full learning lifecycle, from onboarding and compliance training to leadership development, career pathways, and succession planning, while building staff capability in de-escalation and trauma-informed practice. This is a player-coach role: the Director sets a multi-year learning roadmap while personally designing and facilitating programs, managing the Learning Management System (LMS), and coaching managers. The position works closely with the Director of Human Resources and Director of Talent Acquisition to provide a connected employee experience. Programs are delivered both on-site at housing locations and virtually for multi-shift staff. Plymouth Housing is a nonprofit organization that develops and operates permanent supportive housing for single adults who have experienced chronic homelessness. Its culture emphasizes dignity, respect, shared responsibility, hospitality, careful communication, collaboration, lived experience, cultural responsiveness, harm reduction, trauma-informed practice, and resident choice.

Requirements

Bachelor’s degree in Organizational Development, Instructional Design, Education, Psychology, Human Resources, or a related field, or equivalent experience.
At least 7 years of progressive experience in learning and development, organizational development, or training, including at least 3 years leading L&D initiatives or teams.
Recent hands-on experience designing and facilitating training both in person and virtually, beyond program management alone.
Proven experience designing, implementing, and scaling development programs with measurable business impact.
Experience administering an LMS and building content in course authoring software.
Track record of building leadership development programs and succession planning frameworks.
Deep expertise in adult learning theory, instructional design, LMS administration, e-learning authoring, and emerging learning tools, including AI.
Ability to evaluate programs and drive continuous improvement using learning metrics, skill gap assessments, and operational data.
Engaging presentation skills and ability to build credibility with audiences from frontline site staff to executive leadership.
Ability to build trust and work respectfully with people from diverse backgrounds and lived experiences, communicate with self-awareness and humility across differences, and treat people fairly and respectfully.
Ability to balance strategic planning with hands-on program design, facilitation, and administration, collaborate across the People team, manage projects, and adapt to changing priorities.

Nice To Haves

Master’s degree.
Experience in nonprofit, housing, or human services organizations.
Training in trauma-informed care.
Professional certification such as ATD CPTD/APTD, SHRM-CP, SHRM-SCP, PHR, or SPHR.

Responsibilities

Partner with the CHRO, executive leadership, and People leadership to develop and carry out a multi-year learning and development roadmap aligned with Plymouth’s mission and strategic growth.
Conduct learning needs assessments across departments to identify skill gaps, operational priorities, and emerging workforce trends.
Build job architecture and clear career ladders for management and technical/operational tracks to support retention and internal mobility.
Design and deliver scalable, research-based learning experiences using in-person facilitation, e-learning, micro-learning, AI, and digital workflows.
Personally design and facilitate organization-wide orientation, manager capability-building, and leadership development programs, both on-site and virtually.
Design and deliver manager training on adaptive leadership, coaching, performance management, conflict resolution, trauma-informed practices, and cultural humility.
Coach supervisors on performance management and complex workplace dynamics.
Partner with department leaders to identify high-potential staff, develop individual leadership plans, and lead succession planning for critical roles.
Administer and improve the LMS and instructional design tools, and work with People team leaders to connect learning technology with HRIS and talent acquisition data.
Track learning outcomes against operational metrics, including completion rates, skill mastery, internal mobility, and retention, and use results to improve programs and demonstrate impact.
Partner with the Director of HR to turn employee relations trends, performance insights, policy rollouts, and compliance requirements into practical manager training.
Lead, mentor, and develop the L&D team, building a collaborative, high-performing team culture.
Manage the L&D annual budget and use resources efficiently as programs grow.
Provide hands-on training support and cross-coverage for People Strategy & Operations colleagues during busy periods, department transitions, and new site openings.