Vice President of Learning and Development

The Power to Shine•Gainesville, FL

About The Position

The Vice President of Learning & Development provides strategic leadership for the credit union’s enterprise-wide learning and development function. This position is responsible for building a modern, scalable, and measurable learning environment that equips employees and leaders with the knowledge, skills, and capabilities needed to perform effectively, deliver exceptional member experiences, and support the credit union’s continued growth. The VP will bring professional expertise in adult learning, instructional design, leadership development, learning technology, and performance improvement to continuously strengthen how employees learn and develop. This role will evaluate existing learning practices and technology, establish consistent standards, improve the efficiency and effectiveness of training, and ensure learning investments produce meaningful employee and organizational outcomes.

Requirements

Bachelor’s degree in Learning and Development, Organizational Development, Education, Instructional Design, Human Resources, Business Administration, Learning Technology, or a related discipline required.
Seven or more years of progressively responsible professional experience in learning and development, organizational development, instructional design, training, or a related field.
Three or more years of experience leading employees and/or a learning and development function.
Demonstrated experience developing and implementing organizational learning strategies.
Demonstrated expertise in adult learning, instructional design, employee development, and performance improvement.
Significant experience with Learning Management Systems, digital learning, and learning technology, including experience evaluating, implementing, or substantially improving learning platforms.
Experience developing onboarding, role-based development, and leadership-development programs.
Experience using data and performance measures to evaluate and improve learning effectiveness.
Strong knowledge of adult-learning principles, instructional design, workplace learning, leadership development, and performance improvement.
Ability to translate organizational strategy and operational needs into practical learning and development solutions.
Ability to build learning programs and processes that are scalable, efficient, consistent, and measurable.
Strong understanding of learning technology, digital learning, learning analytics, and emerging applications of artificial intelligence and automation.
Ability to distinguish situations requiring training from performance issues related to processes, technology, management, communication, or other organizational factors.
Strong leadership, coaching, facilitation, communication, collaboration, project-management, and change-management skills.
Strong analytical skills and ability to demonstrate the effectiveness and organizational impact of learning initiatives.
Ability to balance innovation with operational realities, organizational resources, and regulatory responsibilities.

Nice To Haves

Master’s degree or recognized professional certification in learning and development, instructional design, organizational development, or a related discipline preferred.
Experience supporting organizational growth, change, or transformation strongly preferred.
Financial services, credit-union, or other regulated-industry experience preferred.

Responsibilities

Develop and execute an enterprise-wide learning and development strategy aligned with the credit union’s strategic priorities, culture, growth, and future workforce needs.
Partner with executive and departmental leaders to identify organizational skill gaps, development priorities, and performance needs.
Establish consistent learning standards and scalable approaches that support employees across roles, departments, and locations.
Establish modern instructional-design practices based on adult-learning principles and demonstrated employee competency.
Lead the development and continuous improvement of new-hire onboarding, role-based learning pathways, ongoing professional development, and performance-support resources.
Develop leadership-development strategies and programs for current and emerging leaders.
Partner with subject-matter experts and operational leaders to ensure training is accurate, relevant, practical, and aligned with employee and business needs.
Develop and lead the credit union’s learning technology and digital-learning strategy.
Evaluate existing learning systems and lead the assessment, selection, implementation, and optimization of future learning platforms and technologies when appropriate.
Use technology, automation, digital learning, and emerging tools, including artificial intelligence, to improve learning accessibility, consistency, efficiency, and effectiveness.
Determine the appropriate mix of instructor-led, virtual, digital, self-directed, and blended learning based on the learning objective and audience.
Establish meaningful measures of learning effectiveness focused on employee competency, time to proficiency, performance improvement, and business outcomes rather than course completion alone.
Use learning data, employee feedback, and operational results to identify gaps and continuously improve learning programs.
Provide leadership with meaningful reporting regarding organizational capabilities, development needs, learning effectiveness, and priorities.
Partner with project teams and organizational leaders to develop learning and adoption strategies for technology implementations, system conversions, process changes, new products, mergers, and other strategic initiatives.
Ensure learning and employee-readiness needs are identified early and incorporated into organizational initiatives.
Develop scalable approaches for preparing employees for significant organizational and technological change.
Partner with Compliance, Risk, Information Security, Human Resources, and other stakeholders to maintain an effective mandatory and regulatory training program.
Ensure required training is appropriately assigned, completed, documented, and available for audit and regulatory reporting.
Lead, develop, and provide strategic direction to the Learning & Development team.
Establish priorities, performance expectations, development plans, and standards for high-quality learning delivery.
Build strong partnerships across the organization and create a culture of continuous learning, accountability, knowledge sharing, and improvement.
Manage the Learning & Development budget and recommend appropriate investments in learning technology, resources, and employee development.
Participate as a member of the leadership team and contribute to broader organizational strategy and initiatives.