Director, Organizational Development and Learning Technology
Overview Of Position
The Director, Organizational Development & Learning Technology is responsible for leading enterprise organizational effectiveness, workforce capability initiatives, and learning technology strategy. This role partners with senior leaders to identify workforce capability needs, advise leaders on organizational effectiveness opportunities, and implement scalable solutions that support organizational performance and growth.
Essential Functions
Develops and executes a comprehensive digital enablement strategy aligned with business goals, including learning technology, digital tools, and user experience enhancements.
In partnership with senior leaders, provides strategic leadership for organizational development, organizational effectiveness, performance enablement, and learning technology initiatives by identifying workforce capability needs, advising leaders on organizational effectiveness opportunities, and implementing scalable solutions that support organizational performance and growth.
Leads the learning technology ecosystem, including LMS, LXP, Workday Learning, and AI-driven solutions, and ensure integration with enterprise platforms.
Provides strategic oversight of learning technology platforms, including LMS, LXP, Workday Learning, and emerging digital learning solutions, to improve adoption, scalability, reporting, and user experience.
PARTNER WITH CHANGE MANAGEMENT, MARCOM, IT, PEOPLE SERVICES, AND OTHER STAKEHOLDERS TO CONDUCT CHANGE IMPACT ANALYSES, STAKEHOLDER ASSESSMENTS, READINESS ASSESSMENTS, COMMUNICATION, TRAINING, AND REINFORCEMENT PLANS TO SUSTAIN ADOPTION.
USES WORKFORCE, LEARNING, AND ORGANIZATIONAL EFFECTIVENESS DATA TO IDENTIFY TRENDS, EVALUATE THE IMPACT OF PROGRAMS AND TECHNOLOGY ADOPTION, AND PROVIDE INSIGHTS THAT GUIDE ORGANIZATIONAL DEVELOPMENT DECISIONS.
SERVES AS A STRATEGIC ADVISOR TO LEADERS ON ORGANIZATIONAL EFFECTIVENESS, CHANGE MANAGEMENT, WORKFORCE CAPABILITY, AND TEAM EFFECTIVENESS INITIATIVES.
LEADS, COACHES, AND DEVELOPS A HIGH-PERFORMING TEAM WHILE FOSTERING A CULTURE OF ACCOUNTABILITY, CONTINUOUS IMPROVEMENT, COLLABORATION, AND PROFESSIONAL GROWTH.
COLLABORATES WITH HR DIRECTORS, HR BUSINESS PARTNERS, AND SENIOR SERVICE LINE LEADERS TO ASSESS CURRENT-STATE STRUCTURES AND RECOMMEND OPTIMAL FUTURE-STATE STRUCTURES, INCLUDING SPANS AND LAYERS, TEAM CONFIGURATIONS, ROLE CLARITY, AND RESTRUCTURING OPPORTUNITIES.
FACILITATES STRATEGIC PLANNING, SCENARIO PLANNING, FUTURE-STATE MODELING, AND DESIGN WORKSHOPS WITH LEADERS AND CROSS-FUNCTIONAL STAKEHOLDERS.
DEVELOPS AND IMPLEMENTS STRATEGIES FOR ORGANIZATIONAL EFFECTIVENESS, WORKFORCE PLANNING, AND HEADCOUNT PLANNING, LEVERAGING ASSOCIATE FEEDBACK DATA TO INFORM STRATEGY, INTERVENTIONS, DASHBOARDS, LEADERSHIP INSIGHTS, AND CONTINUOUS PROGRAM IMPROVEMENT.
PARTNERS WITH EXECUTIVE AND OPERATIONAL LEADERS TO ALIGN ORGANIZATIONAL DEVELOPMENT, WORKFORCE EFFECTIVENESS, AND TALENT INITIATIVES WITH ENTERPRISE PRIORITIES AND BUSINESS OBJECTIVES.
FOSTER ENTERPRISE-WIDE ALIGNMENT AND COLLABORATION TO SUPPORT ORGANIZATIONAL GROWTH, WORKFORCE READINESS, AND SUSTAINABLE BUSINESS PERFORMANCE.
ESTABLISHES GOVERNANCE, STANDARDS, AND BEST PRACTICES FOR ORGANIZATIONAL DEVELOPMENT AND LEARNING TECHNOLOGY INITIATIVES ACROSS THE ENTERPRISE.
OVERSEES ASSIGNED BUDGETS, VENDOR RESOURCES, AND PROGRAM-RELATED EXPENSES TO SUPPORT EFFECTIVE DELIVERY OF ORGANIZATIONAL DEVELOPMENT, AND LEARNING TECHNOLOGY INITIATIVES.