Director, Talent Development

Talent Development & Enterprise Learning

• Builds, implements, and evolves talent development programs and frameworks aligned with enterprise strategy.
• Translates business needs and people strategies into impactful learning experiences that drive behavior change, performance, and service excellence.
• Ensures talent development initiatives reinforce leadership competencies, accountability, advocacy, and a culture of continuous learning.

Leadership Development & Capability Building

• Partners with leaders to assess leadership needs and develop solutions that strengthen effectiveness at all levels.
• Affords assistance in design and delivery of leadership development, onboarding, and enterprise capability building programs.
• Builds scalable, data-informed learning frameworks that support current and future organizational capabilities.

People Leadership & Team Development

• Leads, coaches, and develops direct reports, fostering accountability, growth, and high performance.
• Models a learner-leader mindset and cultivates a strong learning culture across the organization.
• Ensures effective prioritization, execution, and continuous improvement of learning initiatives.

Performance, Talent & HR

• Collaborates with the SVP, People Experience & Capability to execute enterprise talent and leadership development priorities.
• Collaborates with Human Resources and executive leadership on performance management, talent reviews, career mapping, and leadership assessments.
• Provides thought leadership and consultation to leaders on developing talent, leading teams, and navigating change.

Employee Experience, Culture & Engagement

• Collaborates with Human Resources, Internal Communications, Marketing, and cross-functional partners to align learning, recognition, engagement, and employee experience strategies.
• Supports culture-building initiatives that reinforce mission, values, and organizational norms.
• Ensures consistency in messaging, branding, and accessibility of learning resources across internal platforms.

Program Management, Measurement & Governance

• Oversees program planning, budgeting, vendor partnerships, and resource allocation for talent development initiatives.
• Establishes metrics and reporting to measure effectiveness, impact, and return on learning investments.
• Maintains current knowledge of best practices in adult learning, leadership development, and organizational effectiveness.

JOB SPECIFICATIONS

• Learning & Talent Strategy Execution: Demonstrated ability to translate organizational priorities into practical learning, leadership development, and talent initiatives that support performance, engagement, and the member experience.
• Accountable for the execution, quality, and scalability of learning and leadership development programs across the organization.
• Leadership & Capability Development: Strong experience designing and delivering leadership development, onboarding, succession support, and capability-building programs that strengthen people leader effectiveness and build bench strength for the future.
• Partnership with Senior Leaders & Stakeholders: Proven ability to partner effectively with senior leaders, managingleaders, and cross-functional teams to influence behaviors, support business needs, and integrate learning into day-to-day work.
• Program Design & Delivery: Hands-on expertise building and executing learning programs from concept through implementation, with a focus on usability, scalability, and impact for team members and credit union members.
• Talent & Performance Program Integration: Experience collaborating with HR partners on performance management, talent reviews, career development, and leadership assessments to ensure learning efforts align with broader people practices.
• Change Enablement & Communication: Demonstrated capability supporting leaders and teams through change by designing learning solutions, crafting clear messages, and reinforcing new skills and behaviors over time.
• Data-Informed Program Improvement: Ability to use learning metrics, engagement insights, and feedback data to evaluate program effectiveness, report on outcomes, and refine offerings for continuous improvement.
• Tracks and reports on learning effectiveness, leadership capability, and program impact, using data to continuously improve outcomes.
• People Leadership & Team Development: Experience leading and developing high-performing learning teams, setting clear expectations, supporting professional growth, and fostering collaboration and accountability.
• Business & Member Understanding: Solid understanding of how leadership capability, talent development, and experience contribute to service quality, member trust, and organizational performance.
• Adaptability & Builder Mindset: Comfortable working in evolving environments, balancing strategic direction with execution, and building or refining learning frameworks and programs as organizational needs change.

WORK ARRANGEMENT

• The working arrangement for this position is hybrid.
• Hybrid work is an opportunity to find the right balance between working in the office and remotely, especially if it supports individual success and the needs of our organization.
• This hybrid schedule will require a minimum of two (2) days per week in the office, or as required for training and business needs.