Sr. Director, Learning and Development
Forgent Power Solutions, Inc. · Columbus, OH · 1 mo ago
Human Resources$180k–$250k/yrFull-time
We need to output HTML fragment with sections: About the role? The description includes a paragraph at start: "The Senior Director, Learning & Development sets the enterprise learning strategy..." That's about the role. Could be "About the role". Then sections: Responsibilities (Key Responsibilities with subpoints). Requirements? The posting has Required Qualifications and Preferred Qualifications. We can combine into Requirements? Probably separate sections: Qualifications (Required) and Preferred Qualifications? But guidelines: Use headings for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to include only sections with real content. We have About the role (intro paragraph). Responsibilities (list). Qualifications (Required Qualifications). Possibly Skills? Not separate. Benefits? Not mentioned. Pay: Salary Description $180,000 - 250,000 => we can include Pay section. Schedule? Not mentioned. So we will have About the role, Responsibilities, Qualifications, Pay.
We must not repeat job title as heading. Use for each section heading. Use
for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate: Disclaimer, EEO statement, etc. Also remove "Job Type Full-time" maybe minor metadata; we can fold into a short
or drop it. Probably we can include a short paragraph with job type and location? The location is in Required Qualifications: "Based on-site in Columbus, OH or Minneapolis, MN, with the ability to travel up to 25%." That's part of qualifications. So we keep that.
We need to include the intro paragraph as About the role. Then Responsibilities: we have many bullet points under Key Responsibilities with subheadings like Learning Strategy & Program Design, Performance Management, etc. We need to turn those into list items? The instruction: Use
- for any list of duties/requirements/benefits. So we should create a list of responsibilities. Could break each bullet as
- . Should we preserve subheadings? Possibly we can include them as part of the list item text. But we should not create extra headings inside list. We'll just make each responsibility a list item.
We need to capture all responsibilities listed:
Under Learning Strategy & Program Design:
- Set the enterprise learning and development strategy, roadmap, and annual program plan aligned to business priorities and workforce capability needs.
- Design, develop, and deliver core enterprise programs, including onboarding basics, management and leadership skill development, company values, and safety and security training.
- Build targeted skill-development curricula in areas such as problem solving, AI fluency, and communications.
- Support business-unit-specific skill development needs using internally developed content or by contracting with and managing third-party providers for delivery.
- Research learning and development best practices and bring new ideas, methods, and strategies to HR leadership for consideration.
Performance Management:
- Design and administer the company's annual performance management cycle, including goal setting at the start of the year in alignment with company strategy, manager check-ins, mid-year performance checkpoints, and year-end evaluations.
- Define the process, guidance, timelines, and manager and employee resources that drive a consistent, high-quality performance experience across the enterprise.
- Own the technology design supporting the performance management cycle, defining system requirements and partnering with HR and IT to configure, launch, and maintain the supporting tools.
- Track participation, completion, and quality indicators across the cycle, and continuously improve the process based on feedback and outcomes.
Instructional Design & Delivery:
- Apply instructional design expertise across delivery modalities—in-person classroom, remote/virtual instructor-led, self-paced online, and AI-enabled learning experiences.
- Develop learning content grounded in adult learning principles, measurable objectives, and consistent quality standards.
- Ensure programs and materials are effective across both English- and Spanish-speaking employee populations, including translation and localization as needed.
AI-Enabled Learning:
- Champion the use of AI to enhance learning design, delivery, personalization, and scale.
- Deliver at least 15 AI-enabled learning experiences for employees within the first year, and establish a repeatable model for developing more.
- Evaluate and pilot emerging AI learning tools and platforms, defining standards for quality, accuracy, and responsible use.
Infrastructure & Operations:
- Own the learning and development infrastructure, including the learning management system (LMS), course curriculum, classrooms, supplies, and the enterprise course schedule.
- Identify, certify, and support instructors, and maintain a qualified pool of internal and external facilitators.
- Manage vendor relationships, contracts, and quality standards for externally delivered content.
Measurement & Budget:
- Design, develop, and track indicators that show the scope, reach, and effectiveness of learning programs, including participation, completion, learner proficiency, and business impact.
- Report on program outcomes and return on investment to HR and business leadership.
- Develop and manage the learning and development budget, ensuring programs are delivered cost-effectively and within plan.
Now Required Qualifications list:
- Bachelor's degree in Human Resources, Education, Instructional Design, Organizational Development, or a related field.
- At least 10 years of progressive experience in a learning and development role, including learning strategy, program design, and delivery.
- Demonstrated instructional design experience across in-person classroom, remote/virtual, online/self-paced, and AI-enabled learning.
- Familiarity with using AI to support and scale learning and development programs.
- Experience owning learning infrastructure, including learning management systems (LMS), curriculum, and instructor certification.
- Proven ability to define and track learning metrics that demonstrate program scope and effectiveness.
- Experience designing and administering enterprise performance management cycles and the technology that supports them.
- Demonstrated ability to manage programs to a defined budget.
- Ability to work effectively across English- and Spanish-speaking employee populations.
- Proven ability to work effectively with business leaders and HR peers.
- Experience in a manufacturing environment, with an understanding of the learning and development needs of an operational workforce.
- Experience working in large, matrixed organizations and delivering programs across complex reporting and decision-making structures.
- Based on-site in Columbus, OH or Minneapolis, MN, with the ability to travel up to 25%.
Preferred Qualifications list:
- Master's degree in a related field, or professional certification (e.g., ATD CPTD, SHRM-SCP).
- Professional fluency in both English and Spanish.
- Experience deploying or administering modern LMS and learning-experience platforms.
- Familiarity with change management methodologies (e.g., Prosci/ADKAR).
- Experience selecting and managing third-party learning vendors and content providers.
We could combine Required and Preferred into Qualifications section with two sublists? But guidelines: Use
- for any list of duties/requirements/benefits. Could have two separate lists under same heading? Might be okay to have one Qualifications section with two lists: Required and Preferred. But we need headings for sub-sections? Not required. Could just list all qualifications, but we need to differentiate required vs preferred? Might be okay to just list all as qualifications. However guidelines: Prefer a few substantive sections over many thin ones. Could have Qualifications section containing both required and preferred as separate
with maybe a indicating required vs preferred. But we must not invent headings like "Required Qualifications" unless it's a section heading. We could keep them as
preceding each list. That's acceptable.
Pay section: Salary Description $180,000 - 250,000. We'll put in
.
Now produce HTML fragment:
About the role
The Senior Director, Learning & Development sets the enterprise learning strategy and designs, develops, and delivers learning programs that build capability, reinforce company values, and strengthen a culture of safety across the organization. The role owns the full learning lifecycle—from instructional design and delivery across in-person, remote, online, and AI-enabled modalities to the infrastructure, metrics, and budget that sustain it. This role also designs and administers the company's annual performance management cycle and the technology that supports it. A central near-term priority is scaling the use of AI in learning, including delivering at least 15 AI-enabled learning experiences for employees within the first year. The Senior Director partners with business leaders and HR peers, and serves employee populations across both English- and Spanish-speaking audiences. Success in this role requires experience in a manufacturing environment and in large, matrixed organizations, delivering learning solutions that fit the realities of a fast-moving operational workforce.
Responsibilities
- Set the enterprise learning and development strategy, roadmap, and annual program plan aligned to business priorities and workforce capability needs.
- Design, develop, and deliver core enterprise programs, including onboarding basics, management and leadership skill development, company values, and safety and security training.
- Build targeted skill-development curricula in areas such as problem solving, AI fluency, and communications.
- Support business-unit-specific skill development needs using internally developed content or by contracting with and managing third-party providers for delivery.
- Research learning and development best practices and bring new ideas, methods, and strategies to HR leadership for consideration.
- Design and administer the company's annual performance management cycle, including goal setting at the start of the year in alignment with company strategy, manager check-ins, mid-year performance checkpoints, and year-end evaluations.
- Define the process, guidance, timelines, and manager and employee resources that drive a consistent, high-quality performance experience across the enterprise.
- Own the technology design supporting the performance management cycle, defining system requirements and partnering with HR and IT to configure, launch, and maintain the supporting tools.
- Track participation, completion, and quality indicators across the cycle, and continuously improve the process based on feedback and outcomes.
- Apply instructional design expertise across delivery modalities—in-person classroom, remote/virtual instructor-led, self-paced online, and AI-enabled learning experiences.
- Develop learning content grounded in adult learning principles, measurable objectives, and consistent quality standards.
- Ensure programs and materials are effective across both English- and Spanish-speaking employee populations, including translation and localization as needed.
- Champion the use of AI to enhance learning design, delivery, personalization, and scale.
- Deliver at least 15 AI-enabled learning experiences for employees within the first year, and establish a repeatable model for developing more.
- Evaluate and pilot emerging AI learning tools and platforms, defining standards for quality, accuracy, and responsible use.
- Own the learning and development infrastructure, including the learning management system (LMS), course curriculum, classrooms, supplies, and the enterprise course schedule.
- Identify, certify, and support instructors, and maintain a qualified pool of internal and external facilitators.
- Manage vendor relationships, contracts, and quality standards for externally delivered content.
- Design, develop, and track indicators that show the scope, reach, and effectiveness of learning programs, including participation, completion, learner proficiency, and business impact.
- Report on program outcomes and return on investment to HR and business leadership.
- Develop and manage the learning and development budget, ensuring programs are delivered cost-effectively and within plan.
Qualifications
Required:
- Bachelor's degree in Human Resources, Education, Instructional Design, Organizational Development, or a related field.
- At least 10 years of progressive experience in a learning and development role, including learning strategy, program design, and delivery.
- Demonstrated instructional design experience across in-person classroom, remote/virtual, online/self-paced, and AI-enabled learning.
- Familiarity with using AI to support and scale learning and development programs.
- Experience owning learning infrastructure, including learning management systems (LMS), curriculum, and instructor certification.
- Proven ability to define and track learning metrics
for prose. We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate: Disclaimer, EEO statement, etc. Also remove "Job Type Full-time" maybe minor metadata; we can fold into a short
or drop it. Probably we can include a short paragraph with job type and location? The location is in Required Qualifications: "Based on-site in Columbus, OH or Minneapolis, MN, with the ability to travel up to 25%." That's part of qualifications. So we keep that. We need to include the intro paragraph as About the role. Then Responsibilities: we have many bullet points under Key Responsibilities with subheadings like Learning Strategy & Program Design, Performance Management, etc. We need to turn those into list items? The instruction: Use
- for any list of duties/requirements/benefits. So we should create a list of responsibilities. Could break each bullet as
- . Should we preserve subheadings? Possibly we can include them as part of the list item text. But we should not create extra headings inside list. We'll just make each responsibility a list item.
We need to capture all responsibilities listed:
Under Learning Strategy & Program Design:
- Set the enterprise learning and development strategy, roadmap, and annual program plan aligned to business priorities and workforce capability needs.
- Design, develop, and deliver core enterprise programs, including onboarding basics, management and leadership skill development, company values, and safety and security training.
- Build targeted skill-development curricula in areas such as problem solving, AI fluency, and communications.
- Support business-unit-specific skill development needs using internally developed content or by contracting with and managing third-party providers for delivery.
- Research learning and development best practices and bring new ideas, methods, and strategies to HR leadership for consideration.
Performance Management:
- Design and administer the company's annual performance management cycle, including goal setting at the start of the year in alignment with company strategy, manager check-ins, mid-year performance checkpoints, and year-end evaluations.
- Define the process, guidance, timelines, and manager and employee resources that drive a consistent, high-quality performance experience across the enterprise.
- Own the technology design supporting the performance management cycle, defining system requirements and partnering with HR and IT to configure, launch, and maintain the supporting tools.
- Track participation, completion, and quality indicators across the cycle, and continuously improve the process based on feedback and outcomes.
Instructional Design & Delivery:
- Apply instructional design expertise across delivery modalities—in-person classroom, remote/virtual instructor-led, self-paced online, and AI-enabled learning experiences.
- Develop learning content grounded in adult learning principles, measurable objectives, and consistent quality standards.
- Ensure programs and materials are effective across both English- and Spanish-speaking employee populations, including translation and localization as needed.
AI-Enabled Learning:
- Champion the use of AI to enhance learning design, delivery, personalization, and scale.
- Deliver at least 15 AI-enabled learning experiences for employees within the first year, and establish a repeatable model for developing more.
- Evaluate and pilot emerging AI learning tools and platforms, defining standards for quality, accuracy, and responsible use.
Infrastructure & Operations:
- Own the learning and development infrastructure, including the learning management system (LMS), course curriculum, classrooms, supplies, and the enterprise course schedule.
- Identify, certify, and support instructors, and maintain a qualified pool of internal and external facilitators.
- Manage vendor relationships, contracts, and quality standards for externally delivered content.
Measurement & Budget:
- Design, develop, and track indicators that show the scope, reach, and effectiveness of learning programs, including participation, completion, learner proficiency, and business impact.
- Report on program outcomes and return on investment to HR and business leadership.
- Develop and manage the learning and development budget, ensuring programs are delivered cost-effectively and within plan.
Now Required Qualifications list:
- Bachelor's degree in Human Resources, Education, Instructional Design, Organizational Development, or a related field.
- At least 10 years of progressive experience in a learning and development role, including learning strategy, program design, and delivery.
- Demonstrated instructional design experience across in-person classroom, remote/virtual, online/self-paced, and AI-enabled learning.
- Familiarity with using AI to support and scale learning and development programs.
- Experience owning learning infrastructure, including learning management systems (LMS), curriculum, and instructor certification.
- Proven ability to define and track learning metrics that demonstrate program scope and effectiveness.
- Experience designing and administering enterprise performance management cycles and the technology that supports them.
- Demonstrated ability to manage programs to a defined budget.
- Ability to work effectively across English- and Spanish-speaking employee populations.
- Proven ability to work effectively with business leaders and HR peers.
- Experience in a manufacturing environment, with an understanding of the learning and development needs of an operational workforce.
- Experience working in large, matrixed organizations and delivering programs across complex reporting and decision-making structures.
- Based on-site in Columbus, OH or Minneapolis, MN, with the ability to travel up to 25%.
Preferred Qualifications list:
- Master's degree in a related field, or professional certification (e.g., ATD CPTD, SHRM-SCP).
- Professional fluency in both English and Spanish.
- Experience deploying or administering modern LMS and learning-experience platforms.
- Familiarity with change management methodologies (e.g., Prosci/ADKAR).
- Experience selecting and managing third-party learning vendors and content providers.
We could combine Required and Preferred into Qualifications section with two sublists? But guidelines: Use
- for any list of duties/requirements/benefits. Could have two separate lists under same heading? Might be okay to have one Qualifications section with two lists: Required and Preferred. But we need headings for sub-sections? Not required. Could just list all qualifications, but we need to differentiate required vs preferred? Might be okay to just list all as qualifications. However guidelines: Prefer a few substantive sections over many thin ones. Could have Qualifications section containing both required and preferred as separate
- with maybe a
- Set the enterprise learning and development strategy, roadmap, and annual program plan aligned to business priorities and workforce capability needs.
- Design, develop, and deliver core enterprise programs, including onboarding basics, management and leadership skill development, company values, and safety and security training.
- Build targeted skill-development curricula in areas such as problem solving, AI fluency, and communications.
- Support business-unit-specific skill development needs using internally developed content or by contracting with and managing third-party providers for delivery.
- Research learning and development best practices and bring new ideas, methods, and strategies to HR leadership for consideration.
- Design and administer the company's annual performance management cycle, including goal setting at the start of the year in alignment with company strategy, manager check-ins, mid-year performance checkpoints, and year-end evaluations.
- Define the process, guidance, timelines, and manager and employee resources that drive a consistent, high-quality performance experience across the enterprise.
- Own the technology design supporting the performance management cycle, defining system requirements and partnering with HR and IT to configure, launch, and maintain the supporting tools.
- Track participation, completion, and quality indicators across the cycle, and continuously improve the process based on feedback and outcomes.
- Apply instructional design expertise across delivery modalities—in-person classroom, remote/virtual instructor-led, self-paced online, and AI-enabled learning experiences.
- Develop learning content grounded in adult learning principles, measurable objectives, and consistent quality standards.
- Ensure programs and materials are effective across both English- and Spanish-speaking employee populations, including translation and localization as needed.
- Champion the use of AI to enhance learning design, delivery, personalization, and scale.
- Deliver at least 15 AI-enabled learning experiences for employees within the first year, and establish a repeatable model for developing more.
- Evaluate and pilot emerging AI learning tools and platforms, defining standards for quality, accuracy, and responsible use.
- Own the learning and development infrastructure, including the learning management system (LMS), course curriculum, classrooms, supplies, and the enterprise course schedule.
- Identify, certify, and support instructors, and maintain a qualified pool of internal and external facilitators.
- Manage vendor relationships, contracts, and quality standards for externally delivered content.
- Design, develop, and track indicators that show the scope, reach, and effectiveness of learning programs, including participation, completion, learner proficiency, and business impact.
- Report on program outcomes and return on investment to HR and business leadership.
- Develop and manage the learning and development budget, ensuring programs are delivered cost-effectively and within plan.
- Bachelor's degree in Human Resources, Education, Instructional Design, Organizational Development, or a related field.
- At least 10 years of progressive experience in a learning and development role, including learning strategy, program design, and delivery.
- Demonstrated instructional design experience across in-person classroom, remote/virtual, online/self-paced, and AI-enabled learning.
- Familiarity with using AI to support and scale learning and development programs.
- Experience owning learning infrastructure, including learning management systems (LMS), curriculum, and instructor certification.
- Proven ability to define and track learning metrics
indicating required vs preferred. But we must not invent headings like "Required Qualifications" unless it's a section heading. We could keep them as
preceding each list. That's acceptable. Pay section: Salary Description $180,000 - 250,000. We'll put in
. Now produce HTML fragment:
About the role
The Senior Director, Learning & Development sets the enterprise learning strategy and designs, develops, and delivers learning programs that build capability, reinforce company values, and strengthen a culture of safety across the organization. The role owns the full learning lifecycle—from instructional design and delivery across in-person, remote, online, and AI-enabled modalities to the infrastructure, metrics, and budget that sustain it. This role also designs and administers the company's annual performance management cycle and the technology that supports it. A central near-term priority is scaling the use of AI in learning, including delivering at least 15 AI-enabled learning experiences for employees within the first year. The Senior Director partners with business leaders and HR peers, and serves employee populations across both English- and Spanish-speaking audiences. Success in this role requires experience in a manufacturing environment and in large, matrixed organizations, delivering learning solutions that fit the realities of a fast-moving operational workforce.
Responsibilities
Qualifications
Required:
- for any list of duties/requirements/benefits. Could have two separate lists under same heading? Might be okay to have one Qualifications section with two lists: Required and Preferred. But we need headings for sub-sections? Not required. Could just list all qualifications, but we need to differentiate required vs preferred? Might be okay to just list all as qualifications. However guidelines: Prefer a few substantive sections over many thin ones. Could have Qualifications section containing both required and preferred as separate