Head of Learning and Leadership Development, Director

Guggenheim Investments•Stamford, CT

1d•$200,000 - $225,000

About The Position

Guggenheim Investments is seeking a leader to build employees’ skills, leadership capabilities, and a continuous learning culture. This builder-and-operator role sets the enterprise learning strategy, designs development curricula and programs, and operates them—from new-manager readiness through development for senior and executive leaders. The role also leads future-ready skills initiatives, including AI fluency and adoption, reskilling and upskilling, and function-specific and technical learning for investment and corporate professionals. The position owns all four pillars of the Learning function and is accountable for capability outcomes, not simply learning activity. Success is measured by whether managers improve, leaders are prepared when needed, and employees develop skills the business will depend on. The role is based in either Stamford, Connecticut, or New York City, and is full-time. The four pillars are Enterprise Learning; Manager Development; Leadership Development; and Professional & Functional Development. The leader will set a multi-year roadmap, assess learning needs, partner with business leaders and HR, build and govern curricula and leadership frameworks, oversee learning platforms and providers, manage the learning budget, measure outcomes, and lead the Learning & Leadership Development team. The role also embeds inclusive leadership practices and equitable access to development across the function. Candidates must be authorized to work in the United States without current or future visa sponsorship or transfer. The employer is not seeking agency assistance. The annual base salary range is $200,000–$225,000; actual base salary may vary based on location and experience, and total compensation may include incentive compensation.

Requirements

At least 10 years of experience in learning and development, leadership development, organizational development, or talent, including direct ownership of enterprise learning strategy or a leadership development portfolio.
Demonstrated experience designing and launching manager and leadership development programs end to end.
Track record designing or running executive development and coaching programs, with credibility working directly with senior leaders.
Experience conducting learning needs assessments and building curricula tied to capability gaps and business outcomes.
Ability to define and report learning outcome metrics and use data to change programs.
Working knowledge of learning platforms and digital content, and a practical perspective on how AI affects what and how people learn.
Exceptional facilitation, influence, and executive communication skills.
Bachelor’s degree or equivalent experience.
Authorization to work in the United States without current or future visa sponsorship or transfer.

Nice To Haves

Financial services, asset management, or other regulated-industry experience, including developing investment or other highly technical professionals.
Experience establishing a learning function or materially rebuilding one.
Experience leading an enterprise AI fluency, digital skills, or reskilling program.
People management experience.
Coaching or assessment certification (such as ICF credential, Hogan, MBTI, or 360 instruments) or relevant L&D credentials (such as ATD CPTD).

Responsibilities

Set a multi-year learning and leadership development roadmap based on needs assessment and business priorities.
Partner with business leaders, HR Business Partners, and functional heads to diagnose capability gaps and translate them into targeted development.
Design and operate the manager development pathway, including new-manager readiness, core curriculum, coaching and feedback skills, and performance and talent management capabilities.
Build and govern the leadership capability framework; use it to guide senior leader development, executive development and coaching, and support during leadership transitions.
Partner with the Head of Talent Management & Culture to align learning programs with performance, talent review, advancement, and succession frameworks, and develop the future leadership pipeline.
Lead AI fluency and adoption learning in partnership with Technology, Risk, and Compliance, along with reskilling and upskilling programs.
Own the learning platform, content portfolio, vendor and coaching-provider relationships, and learning budget; make build-versus-buy decisions.
Define and report learning outcome metrics, including manager effectiveness, leadership readiness, skill acquisition, and internal mobility, and use data to improve programs.
Build, lead, and develop the Learning & Leadership Development team.
Embed inclusive leadership practices and equitable access to development across all four pillars.
Own enterprise learning strategy, conduct structured learning needs assessments, maintain the enterprise curriculum, and determine what content is built, purchased, or retired.
Develop managers’ ability to run performance and talent management processes in partnership with the Talent Management function.
Own function-specific, technical, and professional skills development in partnership with business and functional leaders, as well as career development resources for employees.