Director, Learning & Development
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We need to include sections only when posting has real specific content. We have: - About the role: we have introductory paragraph(s) describing role. We'll put that in
. - Responsibilities: list of responsibilities bullet points. - Requirements: maybe "Required Qualifications". Could be "Qualifications". We'll have a section "Qualifications" with required qualifications list. - Preferred Qualifications: could be separate "Preferred Qualifications" but instruction says prefer few substantive sections over many thin ones. Could combine required and preferred under Qualifications? But they ask to use headings like Qualifications, Skills, Benefits, Pay, Schedule. We have Pay (compensation range). Benefits listed. Schedule: full-time exempt (maybe schedule). We'll include Pay and Benefits sections. We should not repeat job title as heading. No Job ID. We need to remove boilerplate: EEO, equal-opportunity, scam-warning, application instructions, etc. Also remove "How To Apply", "NOTE: Research suggests...", "Must be a U.S. Person...", "We’re an equal-opportunity employer...", "No outside recruiters, please." Also remove classification line? Might keep schedule? We'll include Schedule maybe as "Full-time Exempt". But schedule heading only if posting actually states them. It says "Classification: Full-time Exempt". That's schedule type. We'll include Schedule section with that. Pay: we have base compensation range $165,000 - $200,000. Benefits: list. We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep all responsibilities bullet points exactly as given (maybe rephrase? Should preserve meaning but not invent). We'll keep them as list items. We need to keep required qualifications bullet points. Preferred qualifications bullet points. We need to keep the description about Ursa Major and role. We must not include filler like "commensurate with experience". Not present. We must not include duplicated lines. Let's extract content. Introductory paragraphs: "The future of aerospace and defense starts here. Ursa Major was founded to revolutionize how America and its allies access and apply high-performance propulsion, from hypersonics to solid rocket motors, satellite maneuvering and launch. We design and deliver propulsion and defense systems that solve the most urgent and critical national security demands. Director, Learning & Development We are looking for a Director of Learning & Development to build and lead the strategies, programs, and capabilities that develop Ursa Major’s talent and leaders. This role will partner closely with the Leadership Team and People Operations to establish a world-class learning culture that supports business growth, strengthens organizational capability, and builds the talent pipeline needed for Ursa’s next phase. As we continue to scale, you will help define how we develop our people—from emerging talent and individual contributors to managers and senior leaders. Reporting to the VP of People Operations, this is a strategic and hands-on role for a trailblazing L&D leader who can set the vision while rolling up their sleeves to build and execute programs that have a measurable impact on the business." We can keep that as About the role. Responsibilities list (each line starts with a verb). We'll copy each. Responsibilities: - Develop and own Ursa Major’s enterprise-wide Learning & Development strategy, aligned with business priorities, culture, and organizational growth. - Build and scale comprehensive leadership development programs for emerging, mid-level, and senior leaders. - Establish career development and learning frameworks that create clear opportunities for growth, capability building, and internal mobility. - Partner with leaders and People Operations to identify critical capability gaps, talent needs, and future workforce requirements. - Lead talent development initiatives, including high-potential programs, succession planning, talent reviews, and targeted development plans. - Design and implement manager development programs that strengthen leadership effectiveness, accountability, communication, and team performance. - Own and evolve Ursa Major’s mentorship and development programs, continuously evaluating effectiveness and opportunities for improvement. - Develop and maintain a scalable learning curriculum across leadership, professional skills, technical capabilities, and organizational effectiveness. - Leverage performance, engagement, talent, and other people data to identify development opportunities and measure the impact of L&D programs. - Partner with People Operations and business leaders on organizational change and transformation initiatives, ensuring leaders and teams have the capabilities needed to successfully navigate change. - Establish meaningful L&D metrics and reporting to demonstrate program effectiveness, business impact, and return on investment. - Evaluate and implement learning technologies, external providers, assessments, and other tools that enhance the employee development experience. - Facilitate and/or oversee leadership workshops, training programs, and organizational development initiatives. - Serve as a trusted advisor and thought partner to senior leaders on leadership effectiveness, talent development, and organizational capability. - Build, coach, and develop a high-performing L&D team as the function scales. Required Qualifications list: - Bachelor’s degree in Business, Human Resources, Organizational Psychology, Education, or a related field. - 9+ years of progressive experience in Learning & Development, Organizational Development, Talent Management, or a related discipline. - Demonstrated experience building and scaling enterprise-wide L&D strategies and programs in a high-growth environment. - Proven experience designing and leading leadership development programs across multiple levels of an organization. - Experience developing talent management strategies, including succession planning, talent reviews, high-potential development, and career development. - Demonstrated ability to partner effectively with senior executives and leaders to translate business needs into meaningful talent and development solutions. - Exceptional communication, facilitation, and relationship-building skills. - A builder mentality with a willingness to roll up your sleeves, challenge the status quo, and take ownership. Preferred Qualifications list: - Master’s degree in Business, Human Resources, Organizational Psychology, Education, or a related field. - Experience in a rapidly scaling technology, aerospace, defense, manufacturing, or other complex technical environment. - Certified trainer, facilitator, coach, or organizational development professional. Pay: "Colorado law requires us to tell you the base compensation range of this role, which is $165,000 - $200,000, determined by your education, experience, knowledge, skills, and abilities." We'll put that in Pay section. Benefits list: - Unlimited PTO - Vacation, Sick, Personal, and Bereavement - Paid Parental and Adoptive Leave - Medical, Dental and Vision Insurance - Tax Advantage Accounts (HSA/FSA) - Employer Paid Short and Long Term Disability, Basic Life, AD&D - Additional Benefit Options Including Voluntary Life and Emergency Medical Transport - EAP Program - Retirement Savings Plan - 401k with Company Match - Equity Grants in the Company Schedule: "Classification: Full-time Exempt". We'll put that. We must not include any boilerplate like "How To Apply", etc. Now produce HTML fragment with
headings and appropriate - for lists,
for prose.
We need to decide which sections to include: About the role, Responsibilities, Qualifications (maybe split Required and Preferred? Could combine but we have both; we could have Qualifications (Required) and Preferred Qualifications as separate headings. The instruction says prefer few substantive sections over many thin ones. But we have both required and preferred; they are distinct. Could combine into one Qualifications section with two sublists? But we need to use headings only; we could have a single Qualifications heading and inside have two
with headings? Not allowed to add extra headings besides . Could use
to label "Required Qualifications:" then list, then another
for "Preferred Qualifications:" then list. That would be okay: single Qualifications section with paragraphs labeling each list. That reduces number of headings.
Similarly Skills: not explicitly listed; we could skip Skills section.
Thus sections: About the role, Responsibilities, Qualifications, Pay, Benefits, Schedule.
Check if any content missing: we have all.
Now produce HTML.
We must not include markdown fences. Just raw HTML.
Let's craft.
About the role
The future of aerospace and defense starts here. Ursa Major was founded to revolutionize how America and its allies access and apply high-performance propulsion, from hypersonics to solid rocket motors, satellite maneuvering and launch. We design and deliver propulsion and defense systems that solve the most urgent and critical national security demands. Director, Learning & Development We are looking for a Director of Learning & Development to build and lead the strategies, programs, and capabilities that develop Ursa Major’s talent and leaders. This role will partner closely with the Leadership Team and People Operations to establish a world-class learning culture that supports business growth, strengthens organizational capability, and builds the talent pipeline needed for Ursa’s next phase. As we continue to scale, you will help define how we develop our people—from emerging talent and individual contributors to managers and senior leaders. Reporting to the VP of People Operations, this is a strategic and hands-on role for a trailblazing L&D leader who can set the vision while rolling up their sleeves to build and execute programs that have a measurable impact on the business.
Responsibilities
- Develop and own Ursa Major’s enterprise-wide Learning & Development strategy, aligned with business priorities, culture, and organizational growth.
- Build and scale comprehensive leadership development programs for emerging, mid-level, and senior leaders.
- Establish career development and learning frameworks that create clear opportunities for growth, capability building, and internal mobility.
- Partner with leaders and People Operations to identify critical capability gaps, talent needs, and future workforce requirements.
- Lead talent development initiatives, including high-potential programs, succession planning, talent reviews, and targeted development plans.
- Design and implement manager development programs that strengthen leadership effectiveness, accountability, communication, and team performance.
- Own and evolve Ursa Major’s mentorship and development programs, continuously evaluating effectiveness and opportunities for improvement.
- Develop and maintain a scalable learning curriculum across leadership, professional skills, technical capabilities, and organizational effectiveness.
- Leverage performance, engagement, talent, and other people data to identify development opportunities and measure the impact of L&D programs.
- Partner with People Operations and business leaders on organizational change and transformation initiatives, ensuring leaders and teams have the capabilities needed to successfully navigate change.
- Establish meaningful L&D metrics and reporting to demonstrate program effectiveness, business impact, and return on investment.
- Evaluate and implement learning technologies, external providers, assessments, and other tools that enhance the employee development experience.
- Facilitate and/or oversee leadership workshops, training programs, and organizational development initiatives.
- Serve as a trusted advisor and thought partner to senior leaders on leadership effectiveness, talent development, and organizational capability.
- Build, coach, and develop a high-performing L&D team as the function scales.
Qualifications
Required Qualifications:
- Bachelor’s degree in Business, Human Resources, Organizational Psychology, Education, or a related field.
- 9+ years of progressive experience in Learning & Development, Organizational Development, Talent Management, or a related discipline.
- Demonstrated experience building and scaling enterprise-wide L&D strategies and programs in a high-growth environment.
- Proven experience designing and leading leadership development programs across multiple levels of an organization.
- Experience developing talent management strategies, including succession planning, talent reviews, high-potential development, and career development.
- Demonstrated ability to partner effectively with senior executives and leaders to translate
for prose. We need to decide which sections to include: About the role, Responsibilities, Qualifications (maybe split Required and Preferred? Could combine but we have both; we could have Qualifications (Required) and Preferred Qualifications as separate headings. The instruction says prefer few substantive sections over many thin ones. But we have both required and preferred; they are distinct. Could combine into one Qualifications section with two sublists? But we need to use headings only; we could have a single Qualifications heading and inside have two
- with headings? Not allowed to add extra headings besides
- Develop and own Ursa Major’s enterprise-wide Learning & Development strategy, aligned with business priorities, culture, and organizational growth.
- Build and scale comprehensive leadership development programs for emerging, mid-level, and senior leaders.
- Establish career development and learning frameworks that create clear opportunities for growth, capability building, and internal mobility.
- Partner with leaders and People Operations to identify critical capability gaps, talent needs, and future workforce requirements.
- Lead talent development initiatives, including high-potential programs, succession planning, talent reviews, and targeted development plans.
- Design and implement manager development programs that strengthen leadership effectiveness, accountability, communication, and team performance.
- Own and evolve Ursa Major’s mentorship and development programs, continuously evaluating effectiveness and opportunities for improvement.
- Develop and maintain a scalable learning curriculum across leadership, professional skills, technical capabilities, and organizational effectiveness.
- Leverage performance, engagement, talent, and other people data to identify development opportunities and measure the impact of L&D programs.
- Partner with People Operations and business leaders on organizational change and transformation initiatives, ensuring leaders and teams have the capabilities needed to successfully navigate change.
- Establish meaningful L&D metrics and reporting to demonstrate program effectiveness, business impact, and return on investment.
- Evaluate and implement learning technologies, external providers, assessments, and other tools that enhance the employee development experience.
- Facilitate and/or oversee leadership workshops, training programs, and organizational development initiatives.
- Serve as a trusted advisor and thought partner to senior leaders on leadership effectiveness, talent development, and organizational capability.
- Build, coach, and develop a high-performing L&D team as the function scales.
- Bachelor’s degree in Business, Human Resources, Organizational Psychology, Education, or a related field.
- 9+ years of progressive experience in Learning & Development, Organizational Development, Talent Management, or a related discipline.
- Demonstrated experience building and scaling enterprise-wide L&D strategies and programs in a high-growth environment.
- Proven experience designing and leading leadership development programs across multiple levels of an organization.
- Experience developing talent management strategies, including succession planning, talent reviews, high-potential development, and career development.
- Demonstrated ability to partner effectively with senior executives and leaders to translate
. Could use
to label "Required Qualifications:" then list, then another
for "Preferred Qualifications:" then list. That would be okay: single Qualifications section with paragraphs labeling each list. That reduces number of headings. Similarly Skills: not explicitly listed; we could skip Skills section. Thus sections: About the role, Responsibilities, Qualifications, Pay, Benefits, Schedule. Check if any content missing: we have all. Now produce HTML. We must not include markdown fences. Just raw HTML. Let's craft.
About the role
The future of aerospace and defense starts here. Ursa Major was founded to revolutionize how America and its allies access and apply high-performance propulsion, from hypersonics to solid rocket motors, satellite maneuvering and launch. We design and deliver propulsion and defense systems that solve the most urgent and critical national security demands. Director, Learning & Development We are looking for a Director of Learning & Development to build and lead the strategies, programs, and capabilities that develop Ursa Major’s talent and leaders. This role will partner closely with the Leadership Team and People Operations to establish a world-class learning culture that supports business growth, strengthens organizational capability, and builds the talent pipeline needed for Ursa’s next phase. As we continue to scale, you will help define how we develop our people—from emerging talent and individual contributors to managers and senior leaders. Reporting to the VP of People Operations, this is a strategic and hands-on role for a trailblazing L&D leader who can set the vision while rolling up their sleeves to build and execute programs that have a measurable impact on the business.
Responsibilities
Qualifications
Required Qualifications: