Director of Learning & Development

Location: Norwood, MA (Hybrid)

Department
:
Human Resources

Reports to:Chief Human Resources Officer (CHRO)

Employment Type: Full-Time | Exempt

Role Overview

The Director of Learning & Development builds and leads M.S. Walker’s L&D function. The core mandate is organizational capability: identifying where the business needs to grow its people, building role-based development and career paths that make employees promo table, strengthening the internal talent pipeline, and equipping the workforce with modern skills — including AI fluency and the adoption of new enterprise systems.

This is a true build role — the strategy, the programs, and the technology are yours to design, with the opportunity to grow a team behind them. The Director establishes the foundation in Year 1 and scales toward an integrated talent system — development, career pathing, leadership growth, and digital enablement — connected directly to business performance. The role reports to the Chief Human Resources Officer and partners closely with function leaders across the business, the broader HR leadership team, and Operations on mandated safety and regulatory training.

A flagship Year-1 deliverable is enabling adoption and proficieny of the company’s enterprise systems, including its SaaS ERP.

• Define and execute an L&D strategy aligned to business priorities, workforce needs, and the company’s multi-year HR roadmap.
• Establish the operating model: program portfolio, intake and prioritization, governance, vendor management, and budget ownership.
• Select and own the learning technology stack, including the decision to leverage the existing Paycor learning module or stand up a dedicated LMS/LXP.
• Build needs-assessment and evaluation discipline that measures development against business outcomes — promotion readiness, retention, and capability — not activity.

• Partner with leaders across corporate functions, sales, and operations to identify capability gaps and translate business strategy into concrete development priorities.
• Design role-based development paths and curricula tied to the skills each function needs now and as the business evolves.
• Establish a repeatable way to surface emerging capability needs and convert them into programs

• Build career frameworks and development paths that make employees promo table and create clear lines of progression across the organization.
• Strengthen the internal talent pipeline and bench for critical roles, in partnership with HR leadership and the business, supporting succession and fill-from-within.
• Partner with HR leadership on the competency model and job architecture underpinning the company’s performance management and compensation work, so that development, career paths, and progression operate as one connected system.

• Build development programs spanning frontline supervisors through senior leadership, with emphasis on the manager capabilities that drive engagement, performance, and retention.
• Coach and equip leaders to develop their own teams and reinforce learning in the flow of work.

• Define how M.S. Walker develops its people for the AI era — building AI literacy and role-based AI enablement across the organization, helping teams adopt new tools to work more effectively, with the change management to make adoption stick.
• Lead enablement for enterprise-system adoption; as a flagship Year-1 project, deliver role-based, process-driven training for the company’s SaaS ERP implementation, partnering with the ERP program team, IT, and affected functions.
• Tr…