Senior Director, Enterprise Learning

TIAA•Iselin, NJ

2d•$117,700 - $188,900•Onsite

About The Position

The Senior Director, Enterprise Learning is a strategic role responsible for bridging the gap between learning goals and business execution. This role oversees the design, delivery, and operational infrastructure of enterprise-wide learning and development programs including the management of the learning technology stack (LMS/LXP), budget, vendor relationships, and data-informed decision-making to measure program ROI. This role manages high-quality learning experiences across the organization and serving as both a business and systems leader.

Requirements

5+ Years Required
Business Acumen
Communication
Consultative Communication
Digital Savviness
Influence
Innovation
Program Measurement
Story Telling
Talent Development
Vendor / Partner Management

Nice To Haves

University (Degree) Preferred
7+ Years Preferred

Responsibilities

Develop and implement operational strategies that scale L&D programs enterprise wide.
Define and maintain standards for program rollout, ensuring consistency, accessibility, and high-quality learning experiences.
Oversee learning procedure manuals, guides, and course materials such as handouts and visual aids to support learning efforts and ensure alignment with internal systems, control processes, and relevant external standards and regulations.
Lead the selection, implementation, and management of the learning technology ecosystem, including the LMS, LXP, virtual classrooms, and AI-enabled tools.
Serve as the product owner for learning platforms, providing both strategic direction and hands-on support to ensure platform performance and user adoption.
Ensure seamless integration between learning platforms, and other internal enterprise tools.
Administer learning programs and troubleshoot complex issues that arise during delivery.
Oversee learning budget, including forecasting costs, tracking expenses, and optimizing resources for the highest return on investment.
Manage relationships with external vendors and content providers.
Establish key performance indicators (KPIs) to evaluate learning effectiveness and overall business impact.
Generate performance dashboards and regular reports for senior leadership, translating learner data into actionable improvements.
Review course evaluations and quantitative learning results to identify key areas of improvement across the learning portfolio.
Partner with HR business partners, business unit leaders, and IT to align learning initiatives with company-wide talent management and strategic goals.