Vice President of Learning and Belonging

Key Responsibilities

• Define and execute a unified enterprise strategy across Learning & Development, Leadership Development, Employee Experience, and Belonging aligned to organizational priorities.
• Translate business priorities into scalable, practical solutions and serve as a strategic advisor to leaders.
• Deliver high-quality, business-relevant learning solutions with speed and measurable impact.
• Establish intake and prioritization processes and oversee learning technologies and vendor partnerships.
• Design and deliver enterprise leadership development aligned to leadership expectations and business outcomes.
• Lead enterprise employee experience strategy across key moments that matter (onboarding, engagement, recognition, and retention).
• Embed belonging and inclusion into leadership practices, talent processes, and learning programs.
• Advance a culture of respect, connection, and psychological safety aligned to organizational values, ensuring initiatives are operational, measurable, and sustainable.
• Provide executive oversight of the biannual National Conference, ensuring alignment with enterprise priorities and delivery of a high-impact experience that reinforces culture, connection, and capability.
• Design and implement enterprise career pathways and development frameworks that enable employee growth, internal mobility, and workforce readiness.
• Define and lead the operating model for learning, employee experience, and belonging, including enterprise standards, division alignment, intake, prioritization, and decision rights.
• Own a concise scorecard across learning effectiveness, leadership impact, employee experience and belonging. Use data and insights to refine strategy and drive measurable outcomes.
• Lead and develop a high-performing team. Manage budget, vendor selection, and program effectiveness. Build strong cross-functional partnerships (HR, Operations, IT, Finance, Development, Legal, etc) to deliver results.

Job Specifications

• Education: Bachelor’s degree in Business Administration, Finance, Human Resources or a related field required.
• Required Experience & Qualifications: 15+ years of progressive leadership across Learning, Talent, Employee Experience, and/or Organizational Development. Proven track record designing and delivering integrated leadership, learning, and employee experience strategies—embedding culture and belonging –resulting in measurable business, talent, and engagement outcomes. Demonstrated success designing and leading operating models and delivering scalable solutions with measurable impact. Exceptional ability to influence senior leaders and drive cross-functional outcomes. Experience leading high-performing teams and managing budgets and external partnerships to deliver enterprise-scale initiatives. Strong executive presence with ability to communicate ideas with clarity, influence decision-making, and align stakeholders at all levels of the organization.
• PREFERRED: Demonstrated ability to embed belonging and inclusion into leadership expectations, learning systems, and employee experience practices – moving beyond programs to sustained behavior change. Experience designing talent frameworks, including career pathways, capability models and skills-bases architectures that enable development, mobility and workforce planning. Experience operating in complex environments (e.g., multi-site, frontline-intensive, or highly regulated) with the ability to scale solutions across diverse employee populations. Experience leading or enabling enterprise transformation efforts, including culture evolution, leadership alignment, and behavior change initiatives. Advanced degree or relevant certifications (Organizational Development, coaching, instructional design, change management) preferred.