VP Learning & Development

Position Summary

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 Green State, 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 $ - $ with a progressive benefit package.

Essential Duties and Responsibilities

Performs essential duties and responsibilities in the following areas which may include but are not limited to those listed and are subject to change. Adheres to the Credit Union's core values and Service Standards in conducting Green State'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…