Director of Workplace Learning

At Aspire Living & Learning, we don't just talk about making an impact, we live it. For more than 40 years, we've supported neurodiverse children and adults across New England and Maryland as they discover their passions, unlock their potential, and live more independently in their communities. Our person-centered services evolve with people's needs, from education and behavioral health to residential and community-based supports.

We empower people to live lives shaped by their own interests, choices, and strengths. Join our collaborative, mission-driven team and bring your skills to work that makes a real difference every day.

Aspire Living & Learning is currently seeking a Director of Workplace Learning to lead Aspire’s training function within the Quality and Continual Improvement Department. This role ensures learning is aligned with quality outcomes, compliance requirements, operational priorities, and employee readiness across all service lines and administrative functions.

The Director oversees the Training team and works collaboratively with leaders across Quality, Operations, Clinical Services, and People & Culture to identify learning priorities, design effective solutions, and evaluate impact on practice and performance.

Training is positioned as a core organizational strategy to strengthen service quality, consistency, compliance, and workforce capability in accordance with best and evidence based practice.

Hours: M-F 8:30-4:30

Location: Hybrid, expected to be in office/programs at least 3 days per week with travel between sites

• Lead the development and execution of a learning strategy aligned with organizational priorities.
• Establish team priorities, performance expectations, and a scalable training model, including train-the-trainer approaches.
• Integrate learning into broader quality and improvement efforts.
• Provide leadership, coaching, and development to the Training team.

• Establish processes toidentifylearning needs using data sources such as audits, incidents, regulatory findings, and operational trends.
• Translateidentifiedneeds into prioritized training plans.
• Determinewhen training isappropriate versusother operational interventions (e.g., supervision, workflow, or policy changes).

• Ensuretraining reflects the unique needs of Adult Services, Children’s Services, and Administrativefunctions.
• Collaborate with leaders and subject matter experts to align training with real-world practices, systems, and regulatory requirements.
• Adapt enterprise training for role-specific audiences.

• Oversee development and maintenance of curricula, including facilitator guides, job aids, and digital learning tools.
• Ensure content is accurate, practical, and aligned with policies, regulations, and best practices.
• Promote interactive, scenario-based learning that supports application on the job.
• Maintain standards for content review, version control, and updates.

• Ensure training is grounded in real work environments through regular program engagement.
• Promote learning delivered in operational settings (programs, classrooms, offices, and virtual environments).
• Reinforce manager accountability for coaching and follow-through.

• Oversee onboarding-related learning, including new hire orientation and role-specific pathways.
• Support structured early-tenure development (e.g., 30/60/90-day plans).
• Partner with departments to ensure consistency in onboarding practices androle readiness.

• Partner with system owners to develop role-based training for key platforms (e.g., EHR, LMS, HRIS, Microsoft 365).
• Ensure training is task-based and supported by practical resources and tools.
• Supportadoptionof new systems and process changes through coordinated training.

• Establish standards for accessible, inclusive training across diverse roles, languages, and work environments.
• Ensure high-priority content is available in formats that support understanding and application.

• Oversee systems for…