Director of Learning & Development

Key Responsibilities

• Define and execute an L&D strategy aligned to business priorities, workforce needs, and the company's multi-year HR roadmap.
• Select and own the learning technology stack, including the decision to leverage the existing Paycor learning module or stand up a dedicated LMS/LXP.
• Partner with leaders across corporate functions, sales, and operations to identify capability gaps and translate business strategy into concrete development priorities.
• Design role-based development paths and curricula tied to the skills each function needs now and as the business evolves.
• Build needs-assessment and evaluation discipline that measures development against business outcomes - promotion readiness, retention, and capability - not activity.
• Build career frameworks and development paths that make employees promotable and create clear lines of progression across the organization.
• Strengthen the internal talent pipeline and bench for critical roles, in partnership with HR leadership and the business, supporting succession and fill-from-within.
• Own New Hire Orientation and role-based onboarding, ensuring a consistent, engaging experience that gets new employees productive and connected quickly.
• Oversee mandated safety and regulatory training for the operational workforce (e.g., OSHA, powered-industrial-truck, DOT/FMCSA, and alcohol-beverage handling), ensuring programs are current, delivered, and auditable.
• Translate complex systems and tools into practical job aids and learning paths, and sustain enablement through enhancements and new functionality.
• Lead enablement for enterprise-system adoption; as a flagship Year-1 project, deliver role-based, process-driven training for the company's SaaS ERP implementation, partnering with the ERP program team, IT, and affected functions.
• Coordinate delivery and recordkeeping with Operations and Safety to meet regulatory, insurance, and workers' compensation requirements.
• Partner with Labor Relations and counsel so training programs are designed consistent with collective bargaining agreements, recognizing where training intersects with compensable time and contract provisions.
• Use apprenticeship and skills-progression programs as development pathways that help represented employees grow and advance.

Requirements

• 7+ years of progressive L&D experience, including building or substantially rebuilding an L&D function.
• Demonstrated experience building role-based development, career-pathing, and leadership/management development programs that move people into broader and more senior roles.
• Experience identifying organizational capability needs and translating business strategy into development plans across multiple functions.
• Experience building or integrating competency models / job architecture that support performance management and talent decisions.
• Experience leading enablement and change management for technology adoption - ideally including AI tools and/or an enterprise-system (ERP or comparable) implementation.
• Strong command of adult learning, instructional design, change management, and evaluation methodology.
• Excellent facilitation, communication, and stakeholder-management skills.
• Bachelor's degree in Human Resources, Organizational Development, or a related field; Master's preferred.
• Experience in an operations-intensive environment - distribution, wholesale, logistics, or CPG.
• Familiarity overseeing regulated-industry safety and compliance training obligations (e.g., OSHA, DOT).
• Experience operating in a unionized environment.
• Experience standing up or migrating an LMS/LXP.
• Relevant certification (e.g., ATD CPTD/APTD or equivalent).

Benefits

• Medical & Dental Insurance
• Vision Coverage
• Paid-Time-Off Program
• Fidelity Investments 401k
• Disability, Life, Accident & Illness Insurance Packages
• Discounted Fitness Memberships
• Free & Discounted Work/Life Resources

Pay

$140,000 - $160,000 annually

Schedule

Hybrid