Interim Senior Director of Learning & Development

Summary

The Interim Senior Director, Learning & Development provides executive leadership for enterprise learning, leadership development, succession planning, and engagement during a defined transitional period of approximately 6 months. This role is responsible for stabilizing, advancing, and operationalizing Goodwill Industries of Central Florida's learning and talent development strategy while delivering near‑term outcomes that strengthen leadership capability, bench readiness, and organizational engagement. Partnering closely with executive leadership, operations, Mission Impact, and HR stakeholders, this role designs and executes scalable learning solutions that directly support business performance, leader effectiveness, and Goodwill's mission.

• Enterprise Learning, Leadership & Succession Strategy 30%
  • Define and execute the enterprise learning, leadership development, and succession planning strategy aligned with organizational priorities and operational needs.
  • Design integrated leadership development frameworks and career pathways supporting frontline, mid‑level, and senior leaders.
  • Establish processes to identify high‑potential talent and critical roles across the organization.
• Learning Program Design, Delivery & Evaluation 25%
  • Oversee the design, delivery, and evaluation of leadership onboarding, ongoing development, and role‑based learning programs.
  • Ensure learning content supports operational excellence, standard operating procedures, and consistent leadership practices.
  • Implement evaluation methodologies and feedback loops to measure learning effectiveness and drive continuous improvement.
• Engagement, Culture & Coaching Enablement 15%
  • Lead the enterprise engagement survey process, including administration, analysis, executive reporting, and action planning.
  • Partner with leaders to translate engagement insights into measurable improvement actions.
  • Champion a coaching and continuous improvement culture that strengthens leadership effectiveness and team member development.
• Team Leadership, Governance & Cross‑Functional Partnership 20%
  • Lead and develop a high‑performing Learning & Development team with clear priorities, accountability, and performance expectations.
  • Manage the Learning & Development budget, vendor relationships, and resource allocation to ensure fiscal discipline and goal attainment.
  • Partner cross‑functionally with Operations, Mission Impact, HR Business Partners, and Talent Acquisition to ensure alignment and execution.
• Interim Execution & Transition Management 10%
  • Deliver defined outcomes within a limited‑term assignment, emphasizing stabilization, capability building, and sustainability.
  • Document learning frameworks, processes, tools, and recommendations to support continuity beyond the interim period.
  • Perform other related duties as required to support organizational priorities during the assignment.

* Percentages reflect typical allocation of time and may shift based on business needs.

• Consults:
  Chief People Officer;
  Executive and senior leaders; HR Business Partners;
  Operations and Mission Impact leaders; external learning and assessment partners.
• Decision Authority:
  Establishes and approves enterprise learning, leadership development, and succession planning frameworks; governs learning standards, evaluation methods, and budget utilization; recommends strategic investments and program changes to executive leadership.
• Impact:
  Leadership capability and bench strength; succession readiness; engagement outcomes; leader effectiveness; consistency and quality of learning practices; organizational performance and culture sustainability.

• Ten or more years of progressive experience in learning and development, leadership development, talent management, or related HR leadership roles.
• Demonstrated success designing and executing enterprise learning strategies and succession planning frameworks.
• Bachelor's degree in Human Resources, Business, Organizational Development, or a related field preferred.
• Professional HR or learning certifications preferred.
• Prior experience in operations and/or HR generalist roles strongly…