Director of Talent Development & Culture (Remote Work Option)

Wealth Enhancement Group

8d • $155,000 - $175,000 • Remote

About The Position

Wealth Enhancement is seeking a Director of Talent Development & Culture to design and drive scalable approaches to leadership development, employee experience, and workforce capability. This strategic leadership role, reporting to Human Resources, will partner closely with HR leaders and business partners to embed development, culture, and skills-based practices. The goal is to build a strong, inclusive, high-performing organization. This is a Remote position with a base salary range of $155,000.00 to $175,000.00, exclusive of bonuses and benefits.

Requirements

• Bachelor's degree in human resources, organizational development, or a related field, or equivalent experience.
• Minimum of 10 years of experience in organizational development, learning, or related HR disciplines.
• Proven ability to design and scale leadership, employee, and workforce development programs.
• Strong ability to influence cross-functional stakeholders and drive adoption through leaders.
• Experience using data and insights to inform decisions and measure impact.
• Demonstrated ability to lead strategies for AI-enabled learning, leadership development, and workforce capability solutions.
• Proficiency in leveraging digital tools and emerging technologies in learning and development.
• Strong experience leveraging AI tools and platforms to drive business outcomes and optimize workflows.
• Requirements include: ability to design and implement AI-enhanced processes, evaluate and recommend AI solutions for business challenges, understand AI ethics and bias considerations, train team members on AI tool adoption, and stay current with emerging AI technologies.
• Experience with prompt engineering, AI model evaluation, and understanding of AI limitations and risks is essential.
• Superior verbal and written communication skills.

Responsibilities

• Partner with HR and business leaders to assess organizational health and identify capability gaps.
• Design scalable interventions to improve leadership effectiveness, team performance, and organizational outcomes.
• Use data, feedback, and service insights to measure impact and drive continuous improvement in solutions.
• Design, scale, and deliver leadership, manager, and employee development programs.
• Build learning strategies aligned to business priorities and future capability needs.
• Strengthen manager effectiveness through clear expectations, practical tools, and consistent development approaches.
• Enable employee growth through accessible, role-based learning, career pathways, and development resources.
• Build team capabilities to develop high-performing teams.
• Support development and adoption of skills-based approaches across roles and functions.
• Align learning, development, and career pathways to defined skills and capability frameworks.
• Partner to improve role clarity, internal mobility, and leadership readiness through skills-based practices.
• Embed learning, development, and culture practices into HR services in partnership with Human Resources.
• Use data, feedback, and performance insights to prioritize improvements and strengthen service outcomes.
• Ensure knowledge supporting development and learning is accurate, current, and easily accessible.
• Drive consistent and responsible use of digital tools and AI to improve service quality and efficiency.
• Support alignment of digital capabilities, including learning tools and AI-enabled solutions, to enhance development and engagement outcomes.
• Reinforce clear ownership, governance, and continuous improvement of development-related tools, knowledge, and processes.
• Lead enterprise engagement approach, including insights, action planning, and continuous improvement.
• Lead and manage the annual Employee Engagement survey and work with leadership on resulting initiatives.
• Reinforce company values through consistent, scalable practices embedded in daily work.
• Manage Employee Resource Groups (ERGs) and inclusion efforts to strengthen engagement and belonging.
• Oversee culture programs such as Employee Gift, Charitable Giving, and Day of Service.
• Partner with leaders to embed inclusive practices into development, culture, and employee experience.
• Lead the enterprise mentoring program, including program strategy, participant experience, leadership engagement, and program effectiveness measurement.
• Lead the enterprise wellness and well-being program, driving a comprehensive strategy to enhance employee engagement, productivity, and overall well-being.
• Manage and lead a team of learning and culture specialists.
• Manage direct reports to create and deliver programs that support growth and culture.
• Provide clarity and performance feedback to develop a strong team.

Benefits

• Training and professional development
• Medical, dental and vision coverage (Available to full-time employees and their families)
• Health Savings Account (HSA) with employer contribution and Flexible Spending Accounts (FSA) for medical, dependent, and transit expenses
• Life and AD&D insurance – employer paid and voluntary options
• Short-term and long-term disability, workers compensation – employer paid
• 401k with match and profit sharing
• Wellness programs and resources
• Voluntary benefits, including pet insurance
• 18 days of paid time off (PTO), accrued annually (25 PTO days after 4 years of service)
• 12 paid holidays each year (10 pre-determined and 2 floating days)
• Paid parental leave and paid caregiver leave (Caregiver leave available after 6 months of tenure)
• Reimbursement for tuition, licensing, and other credentials (Available after meeting service requirements)

What This Job Offers

• Job Type: Full-time
• Career Level: Director