Director Leadership & Learning Innovation
for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title. Must not include Job ID etc. Must preserve all substantive info, remove boilerplate.
We need to parse the posting.
Content:
- About Us (company description) – maybe not needed as a section? The instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map content to these headings. "About Us" could be considered "About the role"? Actually "About the role" is a summary of the role. The posting includes "Summary" paragraph after About Us. So we can put that under About the role
. The "About Us" company description maybe could be omitted? It's not about the role but about company. The instruction says we can include sections only when posting has real specific content for it. The "About Us" is not one of the prescribed headings; we could either omit or maybe treat as part of About the role? Probably better to include a brief paragraph about the company under About the role? But the instruction says use those headings; we could still include a
About the role
. The "About Us" company description maybe could be omitted? It's not about the role but about company. The instruction says we can include sections only when posting has real specific content for it. The "About Us" is not one of the prescribed headings; we could either omit or maybe treat as part of About the role? Probably better to include a brief paragraph about the company under About the role? But the instruction says use those headings; we could still include aabout company under About the role heading. However the heading "About the role" expects role description; we can include both company overview and role summary. That's okay. Next: "Essential Duties & Responsibilities" -> map to
Responsibilities
with- items.
Then "Education & Experience" plus "Certificates, Licenses, Registrations" and "Travel Requirements" maybe map to Requirements/Qualifications/Skills. We need to decide.
We have sections: Education & Experience (Bachelor's, Master's preferred, 10 years experience, etc.) That's qualifications. Also "Certificates, Licenses, Registrations" (but no specifics given? Actually the heading appears but no content after? In the text: "Certificates, Licenses, Registrations Travel Requirements". It seems there is no detail; maybe it's just a heading with no content. We should not create a section if no specific content. So we skip.
"Travel Requirements" also no detail? It appears after that heading but no content. So skip.
Then "What We Offer" -> benefits. So
Benefits
with list. Also "This Position Will Support Our Human Resources Team. It Is Eligible To Work a Hybrid Schedule, Generally Requiring Work In-office And/or Show-site 2-3 Days Per Week. The Ideal Candidate Will Be Located In Dallas, TX; However, We Are Also Open To Candidates Based Out Of Las Vegas, NVOrlando, FL". This includes schedule (hybrid, 2-3 days per week) and location. Location is not a prescribed heading but could be part of Schedule? Or maybe we could include a separate section? Not in list. Could embed location in Responsibilities? Probably better to include under Schedule (since schedule includes hybrid). But location is separate. There's no heading for location; we could maybe put it under About the role? Or we could create aafter Benefits? The instruction says only use those headings; we can still have
elements outside headings? It says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other
outside headings, but likely they want sections only with those headings. We could include location as a
after Benefits but before closing? Might be considered extra content not under a heading; maybe okay but better to incorporate into Schedule: mention hybrid schedule and location. Pay: no mention of pay/salary. So we should not create Pay section. Thus sections: About the role, Responsibilities, Requirements (maybe combine Education & Experience and Certificates etc?), Qualifications (maybe separate?), Skills (maybe from responsibilities?), Benefits, Schedule. We need to avoid thin sections. Let's decide: - About the role: include company overview and summary paragraph. - Responsibilities: list of duties from "Essential Duties & Responsibilities" (the bullet-like sentences). We'll extract each sentence as
- .
- Requirements: maybe include Education & Experience (Bachelor's, Master's preferred, 10 years, etc.) plus Certificates etc (none). So we can put under Requirements.
- Qualifications: maybe include specific qualifications like "Proven ability to partner with business leaders..." etc. Those are more like qualifications. Could combine with Requirements but we need to avoid duplication. Perhaps we can have Requirements for education/experience, Qualifications for skills/competencies, Skills for specific technical skills (learning technologies, AI-enabled tools, etc.). But we need to ensure we have substantive content for each.
Let's parse the text after Education & Experience:
"Education & Experience Bachelor's degree in Education, Human Resources, Business Administration, or related field. Master's degree preferred.Minimum 10 years in corporate or enterprise learning and development, with at least 5 years leading learning professionals.Proven ability to partner with business leaders to design solutions that drive capability growth, technology adoption, and measurable outcomes.Experience with learning technologies, digital tools, AI-enabled solutions, and blended learning models.Demonstrated experience designing innovative learning experiences beyond basic classroom or PowerPoint-led training, including experiential, scenario-based, digital, blended, and application-focused learning methods.Experience connecting skills and competencies to talent management, career development, succession planning, and workforce transformation.Experience building capability academies, skills frameworks, or career pathway programs.Facilitation experience across small and large audiences; coaching certification preferred."
Then after that: "Certificates, Licenses, Registrations Travel Requirements". No details.
Thus we can treat the block as Requirements (education/experience) and also Qualifications (the proven ability etc). But the block includes both education/experience and also ability statements. Could split: Requirements: education/experience (Bachelor's, Master's preferred, 10 years, 5 years leading). Qualifications: proven ability to partner..., experience with learning technologies..., demonstrated experience designing..., experience connecting..., experience building..., facilitation experience..., coaching certification preferred.
Skills: maybe list specific skills like learning technologies, digital tools, AI-enabled solutions, blended learning models, experiential, scenario-based, etc. But that overlaps with qualifications. Might be thin.
Better to have: About the role, Responsibilities, Requirements (education/experience), Qualifications (ability/experience statements), Benefits, Schedule.
We'll omit Skills as it may be thin.
Now Benefits: from "What We Offer The Freeman Company provides benefits that aim to empower our people and their families to thrive mentally, physically, and financially. These are a handful of the types of programs and benefits our full-time people may be eligible for. There may be some variances in specific benefits across regions. Medical, Dental, Vision InsuranceTuition ReimbursementPaid Parental LeaveLife, Accident and DisabilityRetirement with Company MatchPaid Time Off". We need to split into list items.
We should separate items: Medical, Dental, Vision Insurance; Tuition Reimbursement; Paid Parental Leave; Life, Accident and Disability; Retirement with Company Match; Paid Time Off.
Now Schedule: from "This Position Will Support Our Human Resources Team. It Is Eligible To Work a Hybrid Schedule, Generally Requiring Work In-office And/or Show-site 2-3 Days Per Week. The Ideal Candidate Will Be Located In Dallas, TX; However, We Are Also Open To Candidates Based Out Of Las Vegas, NVOrlando, FL". So schedule: hybrid, 2-3 days per week in-office/show-site. Location: Dallas, TX preferred; also open to Las Vegas, NV or Orlando, FL. We'll include location in schedule section maybe as note.
Now About the role: include company overview paragraph (About Us) and summary paragraph.
Let's extract About Us: "The Freeman Company is a global leader in events, on a mission to redefine live for a new era. With a data-driven approach and the industry’s largest network of experts, The Freeman Company's insights shape exhibitions, exhibits, and events that drive audiences to action. The integrated full-service solutions leverage a 99-year legacy in event management as well as new technologies to deliver moments that matter."
Summary: "The Director, Leadership & Learning Innovation will serve as a strategic learning partner and consultative leader, leading a team of facilitators and instructional designers responsible for creating leadership, capability, and technology transformation learning experiences. This role integrates learning with business and talent strategy, enabling skills-based development and building frameworks that support talent growth, career mobility, and workforce readiness. The Director will create scalable, innovative learning experiences that move beyond traditional PowerPoint-led classroom training and use creative approaches such as practice, coaching, feedback, peer learning, experiential activities, simulations, real-world application, and learning in the flow of work. Success is measured not only by learning completion, but by capability growth, career mobility indicators, development outcomes that support career progression, and business-aligned performance impact."
We'll combine these into a few
under About the role. Now Responsibilities: list each duty from "Essential Duties & Responsibilities". The text after that heading: "Strategic Partnership & Business Alignment Partner with business leaders and HR teams to identify capability needs, skill gaps, and performance barriers, co-creating learning solutions tied to business priorities.Position the L&D function as a consultative partner and trusted advisor — not simply a training delivery function — and secure leader support to embed learning in the business agenda.Lead, coach, and mentor a team of facilitators, instructional designers, and learning consultants to ensure high-quality design, facilitation, and program execution.Skills-Based Development Design, implement, and evaluate leadership, professional development, coaching, and technology transformation learning experiences that go beyond traditional classroom instruction and help employees practice, apply, and transfer learning to real work.Provide strategic guidance on capability frameworks, skills-based development, learning paths, and academy-style program architecture to support succession readiness, career mobility, and workforce transformation.Collaborate with Talent Management to integrate learning into talent processes including succession planning, performance management, and workforce planning.Learning Innovation & Culture Evaluate and integrate learning technologies, AI-enabled tools, simulations, blended learning approaches, experiential activities, and digital methods that improve learner engagement, access, on-the-job application, and business impact.Create scalable learning experiences and informal learning structures — including practice labs, scenario-based learning, simulations, coaching, feedback, mentoring, peer learning, communities of practice, manager-led development, and application-based activities — and champion a culture of continuous growth across all levels.Stay current on learning and workforce development trends; translate insights into practical, phased recommendations aligned to where the organization is today and where it is heading.Impact Measurement Develop and report on metrics that go beyond completion rates to include learning effectiveness, application, adoption, learner experience, capability growth, skills velocity, career mobility indicators, and business-aligned outcomes.Use data to continuously refine the learning portfolio and ensure investments align to business priorities.Provide updates and recommendations to senior management on learning priorities, program impact, innovation opportunities, and continuous improvement efforts." We need to split into sensible list items. Could break by the section headings within: Strategic Partnership & Business Alignment, Skills-Based Development, Learning Innovation & Culture, Impact Measurement. Each has multiple sentences. We'll make each sentence a
- maybe. Let's extract sentences: Strategic Partnership & Business Alignment: - Partner with business leaders and HR teams to identify capability needs, skill gaps, and performance barriers, co-creating learning solutions tied to business priorities. - Position the L&D function as a consultative partner and trusted advisor — not simply a training delivery function — and secure leader support to embed learning in the business agenda. - Lead, coach, and mentor a team of facilitators, instructional designers, and learning consultants to ensure high-quality design, facilitation, and program execution. Skills-Based Development: - Design, implement, and evaluate leadership, professional development, coaching, and technology transformation learning experiences that go beyond traditional classroom instruction and help employees practice, apply, and transfer