Director, Learning and Organizational Development

Key Responsibilities:

• Govern and execute the enterprise strategy for learning, leadership development, and organizational effectiveness, ensuring capability-building priorities are aligned with business strategy, workforce needs, and future growth.
• Lead and develop a team of learning and organizational development professionals, establishing clear priorities, building organizational capability, fostering collaboration and innovation, and ensuring delivery of high-impact programs and solutions that advance enterprise talent, leadership, and business objectives.
• Lead organizational effectiveness, change leadership, and workforce capability initiatives that support enterprise priorities, strengthen organizational readiness, improve team and leadership performance, build talent pipelines, and deliver measurable business impact.
• Lead the design, implementation, and continuous evolution of learning, talent, and organizational development solutions across global teams, leveraging emerging technologies, AI-driven learning, analytics, digital platforms, assessments, and innovative methodologies to improve effectiveness, scalability, and business impact.
• Oversee execution of talent development processes including enterprise talent review, succession planning, leadership pipeline development, and internal mobility processes, ensuring those processes translate into measurable actions that strengthen readiness for critical roles and build a durable leadership pipeline.
• Provide strategic and operational oversight for rotational, early career, accelerated development, and targeted capability-building programs that develop critical skills and feed the future talent pipeline.
• Own leadership development below the executive level, including mentoring, coaching, assessments, manager capability, and clear development pathways that help leaders grow their teams and improve business performance.
• Establish and govern the enterprise learning and talent development operating model, including standards, processes, technology platforms, measurement frameworks, and cross-functional partnerships, ensuring development investments are aligned, scalable, effective, and deliver measurable business impact.
• Manage the Learning & Organizational Development budget, vendor relationships, resource allocation, and investment decisions, ensuring development spend is aligned to enterprise priorities and delivers measurable value.

Key Skills:

• Strategic Thinking: Develops and implements long-term plans, aligning learning programs with strategic business goals (Highest Level).

• Leadership and People Management: Directs multiple teams and managers, ensuring alignment across functions to achieve large-scale organizational learning initiatives.

• Data Analytics and Learning Impact: Uses advanced data to measure learning success, making strategic improvements based on findings.

• Budget management: Manages complex budget and resource distribution, making adjustments based on evolving business needs.

• Innovation in Learning Technologies: Leads integration of cutting-edge tools (AI, VR) into learning programs to enhance delivery and scalability. Proficiency in relevant software programs and platforms, such as learning management systems, to manage training programs and analyze data.

• Collaboration and Influence: Partners with organization leadership to shape strategy, drive buy-in for learning initiatives across the business.

• Complex Problem-Solving: Solves highly complex issues, ensuring solutions align with both immediate and long-term business needs.

• Global Learning Strategy: Oversees learning strategies across multiple global locations, ensuring cultural adaptability and relevance.

• Learning Governance: Establishes frameworks for learning content governance, quality assurance, and compliance across the enterprise.

• Communication skills: Exceptional communication skills, both written and verbal, to effectively convey information to employees and stakeholders about learning strategies and programs outcomes to leadership, partners, and global stakeholders.

Other Qualifications:

• Track record leading enterprise learning, leadership development, talent, or organizational development initiatives, including the design, implementation, and continuous improvement of scalable development solutions.
• Experience leading teams, managers, and cross-functional resources to deliver enterprise-wide programs, change initiatives, and organizational effectiveness outcomes.
• Strong consulting, facilitation, change leadership, communication, partnership, and stakeholder management skills, with the ability to collaborate across HR COEs, business leadership, and external partners to strengthen workforce capability and business performance.
• Ability to translate business needs into scalable, data-informed development strategies that improve leadership readiness, talent pipelines, workforce capability, and business outcomes.
• Experience managing budgets, vendor relationships, governance processes, and resource allocation decisions to maximize organizational value and return on investment.
• Bachelor’s degree in Human Resources, Organizational Development, Business, Education, Psychology, or a related field.