Vice President, Learning and Development

Overview

SRG Residential is seeking an experienced Vice President of Learning and Development to support our growing platform!

• Newport Beach, CA
• San Mateo, CA
• Phoenix, AZ
• Indianapolis, IN

The Vice President of Learning and Development is a strategic leader responsible for the overall management of the Company's learning and development programs, policies, and initiatives, with significant involvement in both property operations and corporate functions. This role designs, implements, and continuously evolves training and employee development strategies that drive business performance, leadership capability, and alignment with company objectives, culture, and operational standards.

The VP oversees the full learning ecosystem, including property operations training, corporate leadership development, technical and professional skills training, and career development programs. Through the effective use of the Learning Management System and other technologies, this position develops scalable, impactful learning solutions that accelerate individual growth and organizational capability.

Working closely with HR and business leaders, the VP ensures learning initiatives support current and future workforce needs while leading and developing a high-performing learning and development team.

This position directly supervises the Learning Manager and indirectly manages subordinate staff. This position fulfills supervisory responsibilities in accordance with the Company's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems, developing staff, and building a strong pool of resources.

• Develop blended learning approaches, including instructor-led training, virtual learning, e-learning modules, mentoring, coaching, and field-based training initiatives.
• Define and execute a holistic learning and development strategy aligned with business priorities and long term organizational goals.
• Serve as a trusted advisor to leadership on learning, capability gaps, leadership readiness, and talent development trends.
• Anticipate future skill needs and build proactive learning solutions that support growth, transformation, and innovation.
• Embed learning as a core cultural pillar, promoting continuous development and performance excellence across the organization.
• Partners with senior leaders, HR teams, and functional heads to align learning initiatives with organizational needs and performance outcomes.

• Establish and oversee a standardized corporate training program framework across all functions, ensuring consistency in design, delivery, and learner experience.
• Define enterprise training standards, including curriculum structure, certification pathways, facilitator expectations, and quality benchmarks.
• Develop and maintain a centralized corporate training curriculum, including leadership development, functional training, and corporate initiatives.
• Ensure alignment of all corporate training programs with business priorities, operational processes, and company policies.
• Oversee enterprise-wide training calendars, program rollout schedules, and coordination across departments.
• Partner with business leaders to identify corporate training needs tied to strategic initiatives, system implementations, and organizational changes.
• Ensure all corporate training programs include defined learning objectives, measurable outcomes, and post-training reinforcement strategies.
• Implement governance processes to ensure consistency in content creation, updates, and version control across all corporate training materials.
• Drive standardization of facilitator-led, virtual, and digital learning experiences across corporate programs.
• Establish certification and credentialing programs where applicable (e.g., leadership certification, role-based competencies).

• Ensure learning solutions are scalable, inclusive, and accessible across diverse employee populations.
• Identify learning principles, blended learning approaches, and emerging methodologies (e.g., experiential, cohort based, and digital learning).
• Translate business challenges into clear learning objectives and measurable development solutions.
• Formulates training policies, programs and schedules based on knowledge of identified training needs, including changes in business rules, technology systems, new product roll outs, procedures, services, and Fair Housing regulations responsible for updating and maintaining the SRG Residential policy &…