VP Learning & Development

GreenState Credit Union•North Liberty, IA

1d•$186,986 - $218,608

About The Position

The VP Learning & Development (VP L&D) is a strategic leader responsible for designing, implementing, and optimizing comprehensive talent development initiatives across the organization. This role oversees all aspects of onboarding training, employee development, leadership development, talent development, and career pathing to ensure the workforce is equipped with the skills, knowledge, and capabilities necessary for current and future business success. The VP L&D partners with senior leadership to foster a high-performance culture, enhance employee engagement, and support the organization’s mission and goals. GREENSTATE CULTURE: At GreenState, our purpose is to create lasting value for our members, our communities, and one another. We empower our teams to create opportunities that strengthen financial well-being, transform lives, and enhance the vitality of the communities we serve. We know our success—now and in the future—is deeply rooted in fostering an engaging, diverse, and inclusive workplace where everyone knows they matter, their work makes an impact, and their everyday commitment to living our values is what brings our mission to life. Salary range for this position is $186,985.50 - $218,607.74 with a progressive benefit package.

Requirements

Bachelor’s degree in Human Resources, Talent or Organizational Development, Education, Business Administration, or a related field; Master’s degree preferred.
15+ years of progressive senior leadership experience in learning and development, talent management, or organizational development roles, including enterprise-level accountability for leadership development, succession planning, and multi-year talent strategy.
Use and familiarity with multiple training, development, team building, strategy, and succession planning models and interface with different levels of employees.
Exceptional leadership and people management skills, with the ability to inspire and develop high-performing teams.
Outstanding communication and interpersonal abilities; adept at influencing stakeholders at all levels.
Strategic thinker with strong business acumen and analytical skills.
Expertise in adult learning principles, instructional design, and digital learning technologies.
Results-oriented, highly organized, and adept at managing multiple priorities simultaneously.
Demonstrated experience working with senior management, including C-suite.
Outstanding service orientation; sense of urgency; high-level of personal integrity
Ability to work well under pressure and flexible in adapting and responding to changing situations.
Strong organizational skills with the ability to manage multiple, conflicting priorities in a demanding environment.
Proficiency with office equipment and software including Microsoft Office, Internet and Email.
Intermittent travel may be required as needed.
Must be bondable.

Nice To Haves

Professional certifications such as CPLP, SPHR, or SHRM-SCP, or recognized training certifications—including ATD Master Trainer, Certified Professional in Training Management (CPTM), and Certified Professional in Talent Development (CPTD)—are highly desirable as they demonstrate advanced expertise in the design, delivery, and management of learning programs.

Responsibilities

Adheres to the Credit Union's core values and Service Standards in conducting GreenState's mission and vision.
Demonstrates a positive member service (internal and external) focus at all times.
Demonstrates teamwork in all interactions with coworkers and in the completion of all duties and responsibilities.
Ensures confidentiality of member information.
Supports a diverse and inclusive work environment.
Oversees and supports the planning, development, coordination and implementation of innovative training activities throughout the credit union, serving as enterprise authority for Learning & Development strategy, policy, and standards.
Leads a team of diverse, talented employees by creating an inclusive environment, providing direction, delegating work, and removing obstacles.
Provides leadership, coaches, oversees career development, establishes goals and monitors performance of Learning & Development team, ensuring enterprise-wide alignment with long-term talent and leadership strategy. This includes hiring, scheduling and performance discussions as well as any potential disciplinary actions.
Onboarding Training: Develop and oversee a seamless onboarding training experience for new hires, ensuring rapid integration, role clarity, and early engagement.
Employee Development: Guide the creation and execution of robust learning programs tailored to diverse employee needs, promoting continuous skill enhancement and professional growth.
Leadership & Manager Development: Lead the design and management of leadership development frameworks that identify, prepare, and support current and future leaders and managers at all organizational levels. Own the enterprise development strategy and directly drives measurable pipeline strength and readiness.
Talent Development: Lead initiatives focused on identifying, nurturing, and advancing employee skills and capabilities, including targeted learning programs, individual development plans, and high-potential talent acceleration projects. Ensures talent development efforts are fully integrated with enterprise succession and leadership readiness outcomes.
Career Pathing: Establish and maintain clear career development pathways, enabling employees to understand advancement opportunities and supporting talent retention, with explicit linkage to succession planning and internal leadership fill strategies.
Strategic Partnership: Collaborate with human resources, organizational effectiveness, department leaders, and external partners to align learning and development strategies with organizational objectives, while maintaining enterprise ownership and decision authority for L&D priorities.
Metrics and Evaluation: Define success metrics, assess program effectiveness, and report outcomes to senior leadership, ensuring continuous improvement.
Budget and Resource Management: Owns and controls the Learning & Development budget, with authority to allocate resources, approve investments according to the contract signing matrix, and manage vender partnerships to support multi-year talent and leadership strategy
Organizational Partnerships: Builds strong relationships with key stakeholders and manage the delicate balance of adapting and advising on current state solutions while also building scalable resources, tools, and programs that meet future business needs.
Consults with HRBPs and business leaders to define talent related needs (e.g. – succession, role clarity, coaching, etc.) and identify solutions that deploy targeted and practical talent development solutions as needed.
Knowledge: Stays abreast of latest trends / best practices in learning and development, employee and leader development, training, and learning systems to apply internally as it aligns with the strategy and function as a trusted advisor.
Drives a culture of continuous improvement by regularly evaluating the effectiveness of programs and interventions, seeking feedback, monitoring outcomes, and making iterative adjustments as needed.
Participates in community events to increase the credit unions’ visibility and to enhance and seek new opportunities.