Director Retail Talent Development

Responsibilities

• Partner with Retail and People Services leaders to identify capability gaps, prioritize solutions, and allocate resources.
• Develop and maintain the Retail Talent Development roadmap, annual priorities, and execution plan aligned with Retail Operations goals.
• Own and standardize production and sales floor training content, including role-based skill development for frontline and leadership teams.
• Design and execute leadership development programs for Store Managers, Assistant Managers, Supervisors, Team Leads and emerging leaders.
• Implement and oversee an Academy Store / cohort-based training model to ensure practical, hands-on skill transfer and consistent execution across assigned store groups.
• Provide and/or coordinate hands-on training for Store Managers and Assistant Managers, including in-store application, observation, and coaching on production and sales floor execution.
• Supervise, coach, and develop Retail Talent Development Partners and/or Retail Leaders to deliver high-quality training and coaching in stores.
• Collect feedback from trainees, trainers, and field leadership; use data to improve content, delivery, and reinforcement.
• Oversee LMS utilization and adoption for Retail learning; ensure assigned training is tracked, completed, and reported accurately.
• Define and monitor key learning KPIs (completion rates, time-to-competency, quality metrics, retention, and performance impact) and share insights with stakeholders.
• Serve as a point of contact for retail learning and development needs, escalating themes and risks to Retail leadership as appropriate.
• Support store leadership with hiring, onboarding, coaching, and performance development practices that reduce turnover and retain talent.
• Provide targeted on-site support as needed to stabilize store performance, reinforce leadership routines, and ensure continuity during leadership gaps.

Qualifications

• Demonstrated experience building and scaling training programs that drive measurable results (ex: production execution, sales floor execution, safety, quality, retention).
• Strong, practical experience with retail operations (staffing routines, customer service, merchandising standards, backroom/production flow).
• Experience administering or optimizing an LMS and using learning analytics to measure effectiveness.
• Experience building train-the-trainer models that equip store leadership teams to sustain training without dependency.
• Experience designing and running leadership development programming (manager foundations, cohorts, pipeline readiness).