Director of Learning & Development

Key Responsibilities

• Build and Lead the L&D Function
• Define and execute an L&D strategy aligned to business priorities, workforce needs, and the company's multi-year HR roadmap.
• Establish the operating model: program portfolio, intake and prioritization, governance, vendor management, and budget ownership.
• Select and own the learning technology stack, including the decision to leverage the existing Paycor learning module or stand up a dedicated LMS/LXP.
• Build needs-assessment and evaluation discipline that measures development against business outcomes - promotion readiness, retention, and capability - not activity.
• Organizational Capability & Needs Identification
• 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.
• Establish a repeatable way to surface emerging capability needs and convert them into programs.
• Career Pathing, Promotability & Internal Talent Development
• 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.
• Partner with HR leadership on the competency model and job architecture underpinning the company's performance management and compensation work, so that development, career paths, and progression operate as one connected system.
• Leadership & Management Development
• Build development programs spanning frontline supervisors through senior leadership, with emphasis on the manager capabilities that drive engagement, performance, and retention.
• Coach and equip leaders to develop their own teams and reinforce learning in the flow of work.
• AI & Digital Enablement
• Define how M.S. Walker develops its people for the AI era - building AI literacy and role-based AI enablement across the organization, helping teams adopt new tools to work more effectively, with the change management to make adoption stick.
• 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.
• Translate complex systems and tools into practical job aids and learning paths, and sustain enablement through enhancements and new functionality.
• Onboarding & New-Hire Experience
• Own New Hire Orientation and role-based onboarding, ensuring a consistent, engaging experience that gets new employees productive and connected quickly.
• Safety, Regulatory & Compliance Learning
• 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.
• Coordinate delivery and recordkeeping with Operations and Safety to meet regulatory, insurance, and workers' compensation requirements.
• Labor Relations Partnership
• 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.

Qualifications

• 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.

About M.S. Walker

M.S. Walker is a fifth-generation, family-owned importer, distributor, and bottler of wine and spirits, operating across multiple states with a workforce spanning corporate, sales, and operations teams. As we invest in the continued growth of our people and our business, we are creating a dedicated Learning & Development function - and hiring a Director to build and lead it. This is a rare opportunity to shape an enterprise-wide capability from the ground up, with executive sponsorship and the mandate to do it right.

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
• Career Advancement Opportunities