Global Learning & Development Leader

About the Role

Reporting directly to the Global HR Director-Talent, the Global Learning & Development Leader will be responsible for developing, leading, and managing learning programs and systems, while supporting the business in the delivery of a learning approach that meets our strategic people goals and develops organizational capabilities. The role requires collaboration across the business, owning and driving learning philosophy, ensuring quality and consistency to deliver on our L&D needs. This role will also play a key strategic role in the deployment of organizational development priorities, such as performance management, succession planning, engagement, culture development and High Potential Leader programs. The L&D Leader must be a collaborative partner to the leadership team, a strong and effective communicator across all stations, and understand the nuances of adult learning and training techniques.

Key Priorities

• Learning Development – Lead the organization’s implementation and utilization of the talent management platform to drive employee development, efficient talent mobility, and effective succession planning processes. Provide change and communication management leadership for all functional priorities while building capability within the company.
• Learning Strategy – Partner with the CHRO to design and operationalize a learning philosophy and strategy. Leverage technology and other learning channels to deliver timely, relevant, and impactful, learning experiences.
• Diversity, Equity, & Inclusion: Partner with the broader Talent & Executive communities, and external consulting partners to lead, drive, and manage the successful continuation of the company’s DEI initiatives. Utilize cross-functional DEI KPIs and dashboards to proactively track & communicate relevant information, influence business decisions, and foster leadership commitment.
• Assess/Shape the Function: Conduct full audit of Learning & Development functional resources inclusive of team structure, standards, and third-party service providers.

Qualifications

• Bachelor’s degree in business, adult learning, leadership, organizational psychology or related field. Advanced degree preferred.
• Minimum of 10 years of experience with Adult Learning Approach, Learning Systems and Instructional Design.
• In-depth experience in HR processes, learning management systems, or instructional design.
• Proven tract record of achieving results in a global organization.