Interim Senior Director of Learning & Development (40690)

GOODWILL INDUSTRIES OF CENTRAL FLORIDA INC•Orlando, FL

15d

About The Position

The Interim Senior Director, Learning & Development provides executive leadership for enterprise learning, leadership development, succession planning, and engagement during a defined transitional period of approximately 6 months. This role is responsible for stabilizing, advancing, and operationalizing Goodwill Industries of Central Florida’s learning and talent development strategy while delivering near-term outcomes that strengthen leadership capability, bench readiness, and organizational engagement. Partnering closely with executive leadership, operations, Mission Impact, and HR stakeholders, this role designs and executes scalable learning solutions that directly support business performance, leader effectiveness, and Goodwill’s mission.

Requirements

Ten or more years of progressive experience in learning and development, leadership development, talent management, or related HR leadership roles.
Demonstrated success designing and executing enterprise learning strategies and succession planning frameworks.
Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field preferred.
Advanced facilitation and executive-level communication skills, with the ability to influence diverse audiences.
Strong analytical, organizational, and problem-solving capabilities.
Proven ability to translate strategy into executable programs with measurable outcomes.
Experience building coaching cultures and leader enablement frameworks.
Inclusive leadership style that fosters collaboration, accountability, and alignment with Goodwill’s mission and values.
Ability to sit, stand, or move for extended periods and lift up to 10 pounds regularly and 25 pounds occasionally.
Ability to hear normal conversation, communicate clearly, and adjust to varied noise levels in office and retail settings.
Vision sufficient for computer work, documentation, and observation of participant activities.
Ability to travel independently to community sites, retail locations, and partner meetings.
Reasonable accommodations are available to enable individuals with disabilities to perform the essential functions of the role.

Nice To Haves

Professional HR or learning certifications preferred.
Prior experience in operations and/or HR generalist roles strongly preferred.
Professional HR or learning certifications preferred but not required.

Responsibilities

Define and execute the enterprise learning, leadership development, and succession planning strategy aligned with organizational priorities and operational needs.
Design integrated leadership development frameworks and career pathways supporting frontline, mid- level, and senior leaders.
Establish processes to identify high-potential talent and critical roles across the organization.
Oversee the design, delivery, and evaluation of leadership onboarding, ongoing development, and role-based learning programs.
Ensure learning content supports operational excellence, standard operating procedures, and consistent leadership practices.
Implement evaluation methodologies and feedback loops to measure learning effectiveness and drive continuous improvement.
Lead the enterprise engagement survey process, including administration, analysis, executive reporting, and action planning.
Partner with leaders to translate engagement insights into measurable improvement actions.
Champion a coaching and continuous improvement culture that strengthens leadership effectiveness and team member development.
Lead and develop a high-performing Learning & Development team with clear priorities, accountability, and performance expectations.
Manage the Learning & Development budget, vendor relationships, and resource allocation to ensure fiscal discipline and goal attainment.
Partner cross-functionally with Operations, Mission Impact, HR Business Partners, and Talent Acquisition to ensure alignment and execution.
Deliver defined outcomes within a limited-term assignment, emphasizing stabilization, capability building, and sustainability.
Document learning frameworks, processes, tools, and recommendations to support continuity beyond the interim period.
Perform other related duties as required to support organizational priorities during the assignment.