Sr Director, Learning & Development (Hybrid - Acton, MA)

Insulet Corporation•Acton, MA

4d•$190,700 - $286,100•Hybrid

About The Position

The Senior Director, Leadership & Talent Development is a global leadership role responsible for defining and executing Insulet's enterprise strategy for leadership, learning, and talent development. Reporting to the Vice President, Talent Management and serving on the Talent Center of Excellence Leadership Team, this leader ensures the organization has the leadership capabilities, critical talent pipelines, and development experiences needed to achieve current and future business objectives. The role provides strategic leadership for executive and leadership development, high-potential talent acceleration, employee development, onboarding, early-career programming, and enterprise capability building. In partnership with senior leaders, HR Business Partners, and Talent COE colleagues, the Senior Director translates business priorities into scalable development solutions that strengthen leadership effectiveness, accelerate readiness for critical roles, increase internal mobility, and improve organizational performance. The Senior Director acts as a trusted enterprise advisor and champions innovative, data-driven, learner-centered approaches that foster continuous learning and growth. The role also leads and develops a high-performing talent development team, establishes priorities and operating practices, manages external partners, and measures the effectiveness and business impact of development investments.

Requirements

Bachelor's degree.
15 or more years of progressive experience in leadership development, learning, talent management, organizational development, or related disciplines.
8 or more years of experience leading teams and enterprise-wide development initiatives.
Demonstrated experience developing leadership strategies and programs in a complex, matrixed environment.
Experience partnering directly with executive leadership teams.
Experience managing external consulting, assessment, and coaching partners.
Experience using talent data, assessments, and organizational insights to inform development strategies.

Nice To Haves

Master's degree.
Industry experience in medical device, healthcare, life sciences, manufacturing, or another highly regulated environment.
Certification in executive coaching, assessment methodologies, leadership development, or organizational development.

Responsibilities

Develop and execute a multi-year enterprise learning and development strategy aligned with business objectives and talent priorities.
Establish a comprehensive development framework for employees at all levels and ensure learning investments build capabilities needed for future growth.
Design and implement leadership development experiences, curricula, and pathways for people leaders at all leadership levels.
Partner with senior business leaders to identify leadership capability gaps and development priorities.
Lead executive development strategy and delivery for ELT, SLT, and succession candidates, including assessments, coaching strategies, leadership diagnostics, and targeted development experiences.
Develop enterprise strategies to identify, accelerate, and retain high-potential talent; align development investments with succession plans and talent reviews; and improve readiness for critical roles.
Establish employee development opportunities that support growth, engagement, career progression, career mobility, and capability building for future opportunities.
Partner with business leaders to identify enterprise capability needs and future skills, and translate business strategy into scalable development solutions.
Establish and improve enterprise onboarding strategies and experiences to accelerate new employees' productivity and cultural integration and provide a consistent global experience.
Lead university relations, internship, co-op, and early-career development strategies and build emerging-talent pipelines and academic partnerships.
Set the vision and strategy for learning technology platforms and digital learning experiences, ensuring solutions are accessible, user-centered, data-enabled, and scalable.
Define measures of development effectiveness and business impact; use talent analytics, participant feedback, performance outcomes, and organizational metrics to inform decisions and optimize programs.
Select, manage, and evaluate external partners, consultants, coaches, and content providers, ensuring alignment with enterprise objectives and return on investment.
Maintain awareness of emerging leadership, learning, and talent development practices.
Lead, coach, and develop a high-performing talent development team; establish priorities, resource plans, governance, and operating rhythms; and foster innovation, accountability, collaboration, and continuous improvement.