Senior Director - Learning and Development

Position Summary

The Senior Director of Learning & Development is a strategic enterprise leader responsible for designing and executing strategies that enhance organizational performance, leadership capability, and workforce engagement.

Operating as a core leader within Talent Management, this role drives a cohesive, end-to-end approach to how talent is developed, activated, and sustained across the organization, partnering closely with Human Capital leaders and business stakeholders to align learning strategy with leadership development, performance, succession, and employee listening strategies to ensure a consistent and high-impact talent lifecycle. The Sr. Director builds strong, trust-based partnerships across the organization to align priorities, guide leaders in adopting consistent practices, and ensure learning and development efforts are grounded in the realities of how the business operates.

This role leads a multidisciplinary team spanning learning design, solution partners, program management, and learning technology, while driving alignment cross-functionally with Talent Acquisition, Onboarding, Performance Management, and People Analytics. Through strong partnership and advisory, the Sr. Director influences enterprise-wide talent strategy, manages learning investments, and oversees vendor and external partnerships.

The Sr. Director establishes a scalable learning and capability model designed to strengthen bench strength, accelerate readiness, and enable a high-performing, engaged workforce.

• Design and lead strategies that improve organizational performance, leadership effectiveness, and workforce engagement.
• Establish an integrated Talent Management approach connecting development, performance, succession, and retention.
• Align capability-building strategies with business priorities, workforce planning, and growth objectives.
• Serve as a strategic advisor to senior leaders on organizational capability and talent investments.

• Define and lead enterprise leadership development frameworks across all levels.
• Build and operationalize succession planning strategies and readiness pathways.
• Ensure alignment between leadership expectations, performance standards, and development experiences.
• Partner with senior leaders to strengthen leadership bench and long-term talent pipelines.

• Oversee the design and delivery of role-based, leadership, and compliance learning programs.
• Establish scalable learning pathways aligned to job architecture and skills frameworks.
• Lead the evolution from program-based learning to integrated, experience-driven development.
• Ensure learning solutions are practical, accessible, and directly tied to performance outcomes.

• Drive a modern, integrated learning ecosystem that enhances user experience, supports data-driven decision-making, and scales with organizational growth.
• Establish clear processes for learning intake, prioritization, and execution.
• Set instructional design standards and ensure consistency across learning experiences.
• Oversee LMS and learning technology strategy in partnership with HR Technology.
• Manage vendor relationships and optimize learning investments.
• Ensure learning data integrity and reporting visibility.
• Lead preparation for future learning platform transitions and enhancements.

• Lead adoption of new learning and talent practices by influencing leaders and driving sustained behavior change across the organization
• Partner with Talent Acquisition to align hiring profiles with development pathways.
• Collaborate with Onboarding & Early Experience to ensure smooth transition from hire to readiness.
• Partner with the Team Member Experience team and People Analytics to leverage employee listening insights (e.g., engagement surveys, lifecycle feedback) and translate them into targeted learning and leadership strategies.
• Use insights from engagement, retention, and performance data to inform continuous improvement of development programs and leadership capability.
• Influence leaders across the business to embed development into day-to-day leadership practices.

• Define and track key metrics including leadership readiness, internal mobility, engagement, and retention.
• Leverage data to continuously refine learning and talent strategies.
• Demonstrate measurable…