Wharton-Smith, Inc.
Job Title:
Learning & Development Director
Department:
Learning & Development Reports To:
Vice President of Human Resources Location:
Sanford, FL Employment Type:
Full-Time | Exempt
Position Summary
The Learning and Development Director plays a pivotal role in leading and overseeing the strategic direction of an organization's employee training and talent development programs. This senior executive position is responsible for aligning learning initiatives with business objectives to drive performance, increase employee engagement and retention, and build a culture of continuous learning. The Learning and Development Director is responsible for developing and executing organizational learning strategies, designing and implementing training programs to improve employee skills and performance, and ensuring those initiatives align with business objectives.
Key Responsibilities
Program design and implementation Assess organizational needs: Conduct needs assessments, often through surveys, interviews, and collaboration with department heads, to identify skill gaps and priorities. Develop and design programs: Oversee the design of a wide range of training programs, such as onboarding, technical skills, leadership development, soft skills, and diversity and inclusion (DE&I) initiatives. Curriculum oversight: Ensure the development of engaging and effective learning materials, which may include e-learning courses, workshops, and coaching programs. Select training methods: Stay up-to-date with industry trends and recommend innovative training methods, such as gamification, virtual reality (VR), and blended learning. Strategic responsibilities
Create and execute the L&D strategy: Develop and implement a long-term learning and development strategy that aligns with the company's overall business objectives. Manage budget and resources: Oversee the L&D budget, manage relationships with external vendors, and ensure the cost-effective delivery of training programs. Foster a culture of learning: Promote a workplace environment that values continuous learning, professional development, and employee engagement. Report to senior leadership: Regularly provide reports and insights to senior leadership on training metrics, return on investment (ROI), and other key performance indicators (KPIs). Team leadership and management
Supervise the L&D team: Lead, mentor, and manage a team of L&D professionals, which may include managers, instructional designers, and training specialists. Provide coaching: Offer guidance and support to leaders and team members, providing coaching to help them reach their full potential. Manage projects: Lead large-scale learning initiatives and organizational projects, using strong project management skills to ensure they are completed on time and within budget. Evaluation and compliance
Measure effectiveness: Implement and manage systems to track and evaluate the effectiveness of all learning programs through feedback, performance metrics, and assessments. Analyze data: Use data and analytics to measure the impact of L&D activities on business results, such as employee performance, engagement, and retention. Ensure compliance: Guarantee that all training programs and materials comply with relevant regulations and standards. Qualifications
A bachelor's degree in HR, Education, Business Administration, or a related field A minimum of 7-10 years of experience in the L&D field, with at least 5+ years in a leadership or management role.
Preferred Skills & Attributes
Excellent written and verbal communication skills. Strong organizational and project management skills. Strong leadership and team management skills. Strategic thinking with the ability to align with organizational objectives. Ability to convey complex information in a clear and concise manner. Knowledge in graphic design and proficiency with tools such as Articulate 360, Camtasia, or Adobe Suite, and Microsoft Office Products are essential. Ability to promote and market L&D programs to encourage participation and demonstrate their value to the organization. Awareness and sensitivity to cultural diversity considerations in learning programs. Experience in tracking budgets, allocating resources, and managing costs for L&D initiatives. Other Duties
The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of responsibilities and duties required of those in this position.
Our recruiting process is centralized and is handled by our HR Department. If we are sent unsolicited resumes from recruiters, we will not pay any recruiting fees. Unsolicited resumes are any resumes sent to us by a recruiter who has not been pre-approved by HR, has not signed our contract, and has not been requested by our HR Department to search for a specific position.
Learning & Development Director
Department:
Learning & Development Reports To:
Vice President of Human Resources Location:
Sanford, FL Employment Type:
Full-Time | Exempt
Position Summary
The Learning and Development Director plays a pivotal role in leading and overseeing the strategic direction of an organization's employee training and talent development programs. This senior executive position is responsible for aligning learning initiatives with business objectives to drive performance, increase employee engagement and retention, and build a culture of continuous learning. The Learning and Development Director is responsible for developing and executing organizational learning strategies, designing and implementing training programs to improve employee skills and performance, and ensuring those initiatives align with business objectives.
Key Responsibilities
Program design and implementation Assess organizational needs: Conduct needs assessments, often through surveys, interviews, and collaboration with department heads, to identify skill gaps and priorities. Develop and design programs: Oversee the design of a wide range of training programs, such as onboarding, technical skills, leadership development, soft skills, and diversity and inclusion (DE&I) initiatives. Curriculum oversight: Ensure the development of engaging and effective learning materials, which may include e-learning courses, workshops, and coaching programs. Select training methods: Stay up-to-date with industry trends and recommend innovative training methods, such as gamification, virtual reality (VR), and blended learning. Strategic responsibilities
Create and execute the L&D strategy: Develop and implement a long-term learning and development strategy that aligns with the company's overall business objectives. Manage budget and resources: Oversee the L&D budget, manage relationships with external vendors, and ensure the cost-effective delivery of training programs. Foster a culture of learning: Promote a workplace environment that values continuous learning, professional development, and employee engagement. Report to senior leadership: Regularly provide reports and insights to senior leadership on training metrics, return on investment (ROI), and other key performance indicators (KPIs). Team leadership and management
Supervise the L&D team: Lead, mentor, and manage a team of L&D professionals, which may include managers, instructional designers, and training specialists. Provide coaching: Offer guidance and support to leaders and team members, providing coaching to help them reach their full potential. Manage projects: Lead large-scale learning initiatives and organizational projects, using strong project management skills to ensure they are completed on time and within budget. Evaluation and compliance
Measure effectiveness: Implement and manage systems to track and evaluate the effectiveness of all learning programs through feedback, performance metrics, and assessments. Analyze data: Use data and analytics to measure the impact of L&D activities on business results, such as employee performance, engagement, and retention. Ensure compliance: Guarantee that all training programs and materials comply with relevant regulations and standards. Qualifications
A bachelor's degree in HR, Education, Business Administration, or a related field A minimum of 7-10 years of experience in the L&D field, with at least 5+ years in a leadership or management role.
Preferred Skills & Attributes
Excellent written and verbal communication skills. Strong organizational and project management skills. Strong leadership and team management skills. Strategic thinking with the ability to align with organizational objectives. Ability to convey complex information in a clear and concise manner. Knowledge in graphic design and proficiency with tools such as Articulate 360, Camtasia, or Adobe Suite, and Microsoft Office Products are essential. Ability to promote and market L&D programs to encourage participation and demonstrate their value to the organization. Awareness and sensitivity to cultural diversity considerations in learning programs. Experience in tracking budgets, allocating resources, and managing costs for L&D initiatives. Other Duties
The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of responsibilities and duties required of those in this position.
Our recruiting process is centralized and is handled by our HR Department. If we are sent unsolicited resumes from recruiters, we will not pay any recruiting fees. Unsolicited resumes are any resumes sent to us by a recruiter who has not been pre-approved by HR, has not signed our contract, and has not been requested by our HR Department to search for a specific position.