director learning and development

Confidential Jobs

<div>
 
 A leading organization in the Guest Service industry is seeking a visionary
 
 Director of Learning &amp; Development
 
 to build, lead, and elevate its learning agenda at scale.
 
 
 
 
 
 This critical leadership role will be responsible for designing and implementing a future-focused L&amp;D strategy &mdash; including the creation of a full Learning Academy from the ground up &mdash; to drive workforce capability across both Front Office and Back Office functions (e.g., HR, Operations, Commercial, Finance).
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 🔹
 
 Learning Academy Creation:
 
 Design, build, and operationalize a world-class Learning Academy from scratch, aligned to business strategy and talent development needs.
 
 
 🔹
 
 Front and Back Office Training:
 
 Develop and deliver tailored training programs to upskill teams across all departments, from customer-facing functions to corporate and support teams.
 
 
 🔹
 
 Leadership and Professional Development:
 
 Create structured leadership pathways, high-potential programs, and professional skill-building initiatives to nurture internal talent pipelines.
 
 
 🔹
 
 Learning Strategy:
 
 Define and execute a scalable learning and development roadmap that empowers employees at all levels to achieve their full potential.
 
 
 🔹
 
 Technology and Digital Learning:
 
 Implement digital learning platforms (LMS) and drive adoption of e-learning and blended learning models.
 
 
 🔹
 
 Stakeholder Engagement:
 
 Partner with executives, HRBPs, and department heads to identify capability gaps and ensure learning programs are business-driven and outcome-focused.
 
 
 🔹
 
 Measurement and Reporting:
 
 Establish KPIs to assess training impact, reporting regularly to senior leadership, and continuously refining programs for maximum effectiveness.
 
 
 
 
 
 
 Ideal Candidate Profile:
 
 
 
 ✅ Bachelor's degree in Human Resources, Business, Education, or a related field (Master&rsquo;s preferred).
 
 
 ✅ Minimum 10 years of senior leadership experience within Learning &amp; Development, including building learning frameworks and academies from inception.
 
 
 ✅ Proven expertise in designing training curricula for both operational (front office) and corporate (back office) functions.
 
 
 ✅ Experience leading large-scale L&amp;D initiatives in dynamic industries such as hospitality, guest services, entertainment, or retail.
 
 
 ✅ Strong background in leveraging digital learning technologies (LMS platforms, online course development, blended learning).
 
 
 ✅ Exceptional communication, stakeholder management, and strategic thinking skills.
 
 
 ✅ Professional certifications such as CIPD, ATD, or SHRM are highly advantageous.
 
 
 
 
 
 
 Shape the Future of Talent. Build from the Ground Up.
 
 
 
 If you are a transformational L&amp;D leader ready to create lasting impact in a growing, world-class organization, we encourage you to apply.
 
 
 
 
 
 📢
 
 Please note:
 
 This is a confidential opportunity. Further details about the company and the position will be shared with shortlisted candidates.
 
 
 If you have a passion for building exceptional teams and driving national development, we encourage you to express your interest!
 
</div>

Director of Learning and Development

Stanford University

Note: This position has been deemed critical by the School of Medicine and is exempt from the hiring freeze. Stanford University School of Medicine is world-renowned for leading edge education, research, patient care, and medical advancements. The Department of Educational Programs and Services (EPS) is home to departments and programs that are central to the educational mission of the Stanford University School of Medicine. We serve all populations of students and trainees who participate in the School's programs: Stanford MD, MS, MSPA, and PhD students; visiting MD students seeking clinical clerkships; postdoctoral scholars and medical fellows; and medical practitioners seeking further professional enrichment. Our goal is to provide a Stanford School of Medicine experience worthy of our students' and trainees' talents, aspirations, and dedication. Department Information The Stanford Center for Continuing Medical Education (Stanford CME) is a global leader in promoting lifelong learning among healthcare professionals. As such, we advance patient and population health and promote innovation by planning and implementing accredited continuing education activities to enhance the professional development of healthcare teams locally, regionally, in the San Francisco Bay area, in the greater Pacific Region, nationally, and globally. The overall goal of our program is to augment physician knowledge, enhance competence and performance in practice, and improve patient outcomes. Job Purpose The Assistant Director, Learning and Program Development, is a key role within the Stanford Center for Continuing Medical Education (Stanford CME). We are looking for a leader who sets strategy while also contributing hands-on to program design and delivery-a true leader-doer. This position is responsible for shaping the strategy, design, and continuous advancement of innovative, learner-centered curricula that serve healthcare professionals across disciplines. Reporting to the Managing Director, the Assistant Director will provide thought leadership in curriculum development, partner with faculty and subject matter experts, and ensure that educational programs align with institutional priorities, accreditation requirements, and the latest advances in learning science and professional development. This position drives educational strategy and program innovation at scale, ensuring that Stanford CME remains at the forefront of advancing patient care through education. This position is eligible for full-time remote work from within the United States with periodic visits to campus, subject to operational needs. In addition, a shared touchdown workspace is available for staff who wish to work onsite occasionally. Core Duties <ul><li> Lead the development and execution of a comprehensive curriculum strategy that enhances the impact and reach of Stanford CME programs.</li><li> Collaborate with faculty, clinicians, and content experts to co-create innovative, evidence-informed educational programs across in-person, blended, and digital modalities.</li><li> Provide strategic oversight for the design and delivery of cohort-based courses, short-form professional programs, and executive education initiatives that advance institutional goals.</li><li> Serve as a trusted advisor to faculty and senior leaders, offering expertise on curriculum innovation, learner engagement, and the integration of emerging educational approaches.</li><li> Guide instructional designers, media specialists, and vendor partners in producing high-quality learning experiences that reflect best practices in adult learning and medical education.</li><li> Establish evaluation strategies that measure educational effectiveness, applying learner analytics and outcome data to drive continuous improvement.</li><li> Represent Stanford CME in cross-campus and national discussions on curriculum innovation, sharing best practices, and positioning the Center as a thought leader in continuing professional development.</li><li> Oversee vendor relationships and technology partnerships to ensure alignment with strategic learning goals.</li><li> Advocate for resources and institutional support to scale innovative programs and sustain programmatic excellence.</li></ul> Why Join Us? This is an exciting opportunity to lead transformative learning initiatives within a world-class institution. The Assistant Director, Learning and Program Development, will play a pivotal role in shaping the future of continuing medical education at Stanford, ensuring that healthcare professionals have access to innovative, high-impact programs that advance excellence in clinical practice and patient care. Education & Experience (Required): Bachelor's degree and seven years of relevant experience or combination of education and relevant experience. Knowledge, Skills and Abilities (Required): <ul><li> Excellent management skills.</li><li> Demonstrated ability to develop departmental budgets, timelines, goals and schedules.</li><li> Demonstrated ability to present new projects and goals to senior management; defend/advocate those projects as needed/</li><li> Ability to provide thought leadership in learning system design and development, and its relationship to performance improvement.</li><li> Demonstrated effectiveness in consulting with subject matter experts to assess learning needs and recommend high-impact learning solutions and learning curricula.</li><li> Demonstrated proficiency in explain and applying instructional design theory, models, and best practices.</li><li> Ability to work collaboratively with diverse groups, learning team members, vendor partners, and business partners to create a learning environment that is service orientated, supportive, engaging and effective for adult and nontraditional learners.</li><li> Demonstrated ability to evaluate the effectiveness of learning materials.</li></ul> Desired Qualifications <ul><li> Higher education or online education experience.</li><li> Master's degree or higher in education, curriculum and instruction, learning technologies, or related fields.</li><li> Experience developing and overseeing models for working with contract and contingent staff designers.</li><li> Experience in delivering continuing education, micro-courses, and/or short-form courses, including professional development or executive education programs.</li><li> Proven ability to manage and deliver high-quality programs in a high-volume, fast-paced setting.</li><li> Proven ability to develop and manage educational programs that generate revenue or achieve cost recovery.</li><li> Proven leadership skills with the ability to tackle complex and ambiguous problems.</li><li> Strong project management, change management, and program management skills, with experience handling multiple priorities simultaneously.</li><li> Demonstrated expertise in negotiation, influencing, and relationship-building with stakeholders from diverse backgrounds.</li><li> At least 4 years of relevant experience in developing and designing instructional programs and learner experiences through application of Learning Strategy, Adult Learning Principles, Curriculum Design and deployment.</li><li> At least 4 years of experience working with learning experience platforms and design tools, specifically Canvas, Articulate Rise and Storyline, H5P.</li></ul> Physical Requirements: <ul><li> Constantly stand/walk, sit, use a computer; use a telephone, grasp lightly/fine manipulation. </li><li> Occasionally reach/work/ above shoulders, twist/bend/stoop/squat, grasp forcefully, lift/carry/push/pull objects that weigh up to 10 pounds, write by hand, sort/file paperwork.</li><li> Rarely kneel/crawl, operate foot and/or hand controls.</li></ul> Working Conditions: <ul><li> Travel on campus to schools/units.</li><li> Remote employees may be required to come to a Stanford Work location infrequently or on limited occasions (e.g. generally no more than a few days total each quarter).</li></ul> Work Standards: <ul><li> Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.</li><li> Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors based on training and lessons learned.</li><li> Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide, .</li></ul> This remote role is open to candidates anywhere in the United States. Stanford University has five Regional Pay Structures. The compensation for this position will be based on the location of the successful candidate. The expected pay range for this position is $110,250 to $148,800 per annum. Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs. At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website () provides detailed information on Stanford's extensive range of benefits and rewards offered to employees . click apply for full job details

Assistant Director, Learning and Program Development

Accor Group

Accor is seeking an experienced Regional Learning and Development Director to lead the operations of Accor Academy across the Middle East, Africa, and Turkey. The role is responsible for building a culture of continuous learning, fostering leadership development, and ensuring the successful delivery of innovative training strategies that align with Accor s People and Culture objectives. Location: United Arab Emirates Location: Dubai Industry: Hospitality Function: Human Resources Gender: Any Candidate Nationality: Any Candidate Preferred Location: Any Job Type: Full-time Role Summary The Regional Learning and Development Director leads the strategic planning, implementation, and execution of learning initiatives across Accor properties in the region. The role ensures that learning programs are integrated into daily operations and aligned with organizational goals, fostering talent development, employee engagement, and operational excellence. Key Responsibilities * Develop and execute the annual learning and development strategy aligned with Accor s People and Culture framework. * Partner with leadership, People and Culture teams, and business units to identify learning needs and create impactful training programs. * Drive a culture of continuous learning and professional growth across all regional properties. * Oversee the design, delivery, and evaluation of learning programs, ensuring relevance, quality, and engagement. * Ensure learning content supports behavioral change, leadership development, and Heartist culture. * Manage pre-opening and rebranding hotel training support across the region. * Lead and mentor the Accor Academy team to deliver consistent learning outcomes. * Build partnerships with external training vendors and ensure alignment with Accor s learning standards. * Leverage learning analytics to assess performance and guide strategic decisions. * Manage departmental budgets, ensuring cost-effective delivery of programs while meeting participation and revenue goals. * Certify property-based trainers and support their ongoing development. * Customize global learning materials and programs to suit regional cultural and operational contexts. * Research and implement innovative learning technologies and trends that add value to the organization. * Ensure all programs support Accor s sustainability and corporate responsibility values. Candidate Requirements * Bachelor s or Master s degree in Human Resources or Organizational Development. * Minimum 5 years of leadership experience in learning, training, or organizational development within a regional or multi-property role. * Strong understanding of talent management, leadership development, and organizational effectiveness. * Demonstrated experience in using learning analytics and technology-driven training platforms. * Proven project management skills with experience delivering large-scale initiatives. * Excellent communication, facilitation, and consulting skills. * Strong ability to influence and partner with senior leaders across diverse teams. * Experience in managing external vendors and training partners. * Broad understanding of adult learning theory and instructional design. * Familiarity with multilingual or multicultural learning delivery.

Regional Learning and Development Director

Genentech

<div><div><div>THE POSITION</div>
Who We Are 
Genentech (GNE), a member of the Roche group and founder of the biotechnology industry, is dedicated to pursuing groundbreaking science to discover and develop medicines for people with serious and life-threatening diseases. To solve the world's most complex health challenges, we ask bigger questions that challenge our industry and the boundaries of science to transform society. Our transformational discoveries include the first targeted antibody for cancer and the first medicine for primary progressive multiple sclerosis.
The Learning &amp; Skill Development (LSD) organization plays a key role in installing a digital culture and mindset across the Commercial and Medical Group (CMG) as well as providing every CMG customer - be it employee, manager, healthcare provider, and patient - with the information and skills that they need next, when they need it, where they need it. LSD is in the process of transforming CMG into a continuous then contribution learning culture by pioneering advances in skills management, digital learning, experiential learning, and workflow learning. 
LSD includes a team of learning business partners who have deep business acumen and are well versed in the trends and data coming from sales, marketing, and medical. They work in close collaboration with a group of learning design architects who are responsible for perennial focus areas such as medical, therapeutic area certification, leadership development as well as business transformation areas which currently include omnichannel, contracting, digital, and AI across all CMG business units. Both teams are supported by a team of instructional designers and multimedia partners who build best-in-class learning products. LSD scales these learning products through facilitators and field trainers who upskill business experts and leaders in executive presence, learning technologists who use cutting edge applications and systems to embed learning as close to the work as possible, and an analytics function that maps CMG's skill domains and employee skill gain to business impact metrics.
Role Overview
The Senior Director of Field Readiness and Certification is the single-threaded leader focused on ensuring that commercial and field medical employees are compliantly trained on Genentech&rsquo;s growing portfolio of products and ready to deliver industry business practices for account management, contracting, digital and omnichannel engagement, and leadership. The Sr Director owns onboarding for field new hires leveraging digital learning and human engagement to optimize the employee experience. This leader partners with marketing squads, compliance, people and culture to ensure that new hires reach role proficiency in a time efficient manner while optimizing the quality of the employee experience. The Sr Director also owns the ongoing development journey for commercial, medical and squads. Through a team of learning business partners, facilitators, and field trainers, the Sr Director will leverage strategic workforce planning data, partner with the business to prioritize current and future skills, and build/maintain a cohesive skill development narrative and learning roadmap for each high-volume role. The Sr Director will continuously measure the learning experience of both new hires and tenured employees to inform and drive continuous improvement, particularly through the thoughtful integration of digital learning. Through a team of squad business partners, the Sr Director will ensure that each product in the portfolio has a comprehensive learning strategy to deliver brand priorities through commercial and medical field employees. This role is a key member of the Learning &amp; Skill Development team and will report into the head of LSD.
Key Responsibilities:<ul><li>
Strategic Leadership: Act as the single-threaded leader accountable for the comprehensive training and readiness of all commercial and medical field employees.</li><li>
Business Partnership: Serve as the direct business partner and trusted strategic advisor to the Customer Engagement (CE) leadership team, US Medical (USM) leadership team, and all Marketing squad leaders.</li><li>
Product Learning Strategy: Direct a team of squad business partners to develop and iterate on comprehensive learning strategies and roadmaps for each product in the portfolio, ensuring that field employees are equipped to deliver brand priorities.</li><li>
Onboarding: Own and continually optimize the onboarding experience for all field new hires, focusing on time efficiency, quality of experience, and ensuring new hires reach role proficiency rapidly.</li><li>
Product Training &amp; Field Readiness: Ensure all commercial and medical field employees are compliantly trained on Genentech&rsquo;s growing product portfolio and proficient on all required business processes and tools to ensure field readiness (e.g., account management, contracting, digital, and omnichannel engagement).</li><li>
Optimize Learning Operations: Partner with operations teams across CE, USM, and LSD to optimize internal processes and reduce friction. This includes a new hire and new to role forecasting process to ensure that the organization can ramp sufficient resources ahead of higher volume training. Scale the delivery of learning products through an internal team of facilitators and an indirect team of field trainers.</li><li>
Skill Development Strategy: Leverage strategic workforce planning data to partner with business leaders and P&amp;C, prioritize current and future skills, and build/maintain a cohesive skill development narrative and an annual learning roadmap for each high-volume role in CE and USM.</li><li>
Field Meetings: As part of the annual learning roadmap for each role, own learning related components of the National Field Meeting (NFM) and Fall Field Meeting (FFM) to accelerate learning, cross-role collaboration, and skill mastery through in-person experiential learning.</li><li>
Measurement: Partner with the LSD Data Science function to create and automate a set of standard metrics for onboarding, field readiness, cross-training, and KPI targets based on product learning strategies as well as skill development targets for high-volume job roles. Regularly monitor data; report insights to commercial, medical and marketing squad leaders; and identify strategies to mitigate gaps identified in the data.</li><li>
Employee Experience: Oversee the development journey for field employees, including capabilities related to leadership and advanced field skills. Regularly engage with new hires and tenured employees to identify continuous improvement opportunities. Drive resolution of these opportunities through LSD, People &amp; Culture, and other partners.</li><li>
Team Management: Lead and guide a team of learning business partners, squad business partners, facilitators, and field trainers (indirect reporting) to execute high-quality training and development initiatives.</li><li>
Cross-Functional Partnership: Collaborate closely with Marketing Squads, Customer Engagement, US Medical, Compliance, and People &amp; Culture to align training programs with business strategy, regulatory requirements, and employee experience goals.</li><li>
Cultivate a culture where everyone is respected, belongs, can contribute authentically and thrive</li><li>
Lead, act and live our Operating Principles in all aspects of work</li><li>
Complies with all laws, regulations, policies and procedures that govern the conduct of Genentech activities</li></ul>
Management Responsibilities:<ul><li>
Develop and create an inspiring culture and great place to work by leading, acting and living our Operating Principles in all aspects of work, inclusive of employee engagement and promoting a culture of inclusivity and belonging</li><li>
Responsible for resource management, recruiting, hiring, performance of a team, and onboarding qualified individuals</li><li>
Provide day to day coaching, development conversations, professional development plans, performance reviews, and succession planning for direct reports</li><li>
Establishes and clearly communicates team priorities, goals and expectations</li><li>
Foster collaboration across multiple functions within LSD, CMG, and Genentech to drive alignment and ensure effective implementation of learning solutions</li><li>
Provide clear direction and focus for the team while ensuring all deliverables for a given priority area are completed, issues are escalated and assess/mitigate risk appropriately</li><li>
Manage resources in an out of key initiatives as needed to flow talent, ensure ongoing maintenance, drive critical work and assess/mitigate risk</li><li>
Manage overall team operating model to ensure maintenance/support, in alignment with department strategy and outcomes</li><li>
Comply with all laws, regulations, policies and procedures that govern the code of conduct of Genentech activities</li><li>
Complete and ensure that the team completes all compliance training requirements and reinforces the importance of adhering to compliance policies with the team</li></ul>
Qualifications/Experience:<ul><li>
Masters degree in Business, Education, Organizational Development, Human Resources, or a related field.</li><li>
10+ years of progressive experience in Training, Learning &amp; Development (L&amp;D), Sales/Commercial Operations, or a related function within the pharmaceutical, biotechnology, healthcare, fintech or regulated industries.</li><li>
5+ years in a senior leadership (director or vice president) role managing and leading large, diverse teams (including direct and indirect reports) responsible for training delivery and strategy.</li><li>
Proven experience as a strategic business partner to senior leadership teams.</li><li>
Demonstrated success in designing, implementing, and optimizing large-scale field employee onboarding programs.</li><li>
Deep working knowledge of the pharmaceutical/biotech commercial and medical field roles (e.g., Account Managers, Medical Science Liaisons) and their compliance requirements.</li><li>
Extensive experience in product launch training, field readiness, and developing learning strategies for complex therapeutic areas and product portfolios.</li><li>
Proven ability to leverage data and analytics (e.g., learning KPIs, proficiency metrics, strategic workforce planning data) to drive development strategy and measure business impact.</li></ul>
Location<ul><li>
This position is based in South San Francisco, CA and relocation benefits are available.</li></ul>
The expected salary range for this position based on the primary location of South San Francisco, CA is $210,400 - 390,800. Actual pay will be determined based on experience, qualifications, geographic location, and other job-related factors permitted by law. A discretionary annual bonus may be available based on individual and Company performance. This position also qualifies for the benefits detailed at the link provided below. 
Benefits
Genentech is an equal opportunity employer. It is our policy and practice to employ, promote, and otherwise treat any and all employees and applicants on the basis of merit, qualifications, and competence. The company's policy prohibits unlawful discrimination, including but not limited to, discrimination on the basis of Protected Veteran status, individuals with disabilities status, and consistent with all federal, state, or local laws.
If you have a disability and need an accommodation in relation to the online application process, please contact us by completing this form Accommodations for Applicants.</div>
<div><div>JOB FACTS
</div><div><div><ul><div>Job Sub Category
Training &amp; Development
</div><div>Schedule
Full time
</div><div>Job Type
Regular
</div><div>Posted Date
Nov 10th 2025
</div><div>Job ID
202511-128942</div></ul></div></div></div></div>

Senior Director of Learning - Field Readiness

Memphis Goodwill Inc.

JOB DESCRIPTION
 
Job Title Director of Learning & Development
 
Department Learning & Development
 
Team Leader Vice President of Human Resources
 
Status Exempt
 
MISSION CONTRIBUTION: 
To plan, develop, and execute the integration of Goodwill’s learning and education services within MGI and the associated general communities including all internal and external partners. Leads the learning and framework needed to support the professional and personal development of our team members, and leaders and affect organizational performance improvement through the development of a learning organization, education, and training programs.
 
SUMMARY: 
Under the general direction of VP of Human Resources, is responsible for developing learning, consulting and education initiatives and successfully implementing programs. Develops learning resources and the capacity necessary to carry out internal and external programs and services for mission integration delivery and operational excellence throughout the Goodwill network and served communities.
 
ESSENTIAL FUNCTIONS: 
1. Ensures and provides open and honest communication that encourages that all team members do not place themselves, donors or customers in harm’s way.
 
2. Communicates and supports Goodwill’s drug-free workplace, strives for and maintains a positive work environment following Goodwill’s Core Values and Guiding Principles.
 
3. Understands represent Goodwill’s zero tolerance for harassment, substance abuse, workplace violence, failure to report medical incidents (work or non-work related), and theft or other related offenses.
 
4. Demonstrates Goodwill’s Core Values in all actions and ensures adherence to Guiding Principles and CARF standards.
 
5. Program development and oversight including coordination for team training, the leadership of team members, assigned learning local programs financial review, and monitoring program outcomes. Prepare regular reports evaluating program efficiency and effectiveness including MGI Training statistics reporting.
 
6. Develops working relationships with other Goodwill teams.
 
7. Manages the educational support quarterly and annual budget process to ensure compliance and business alignment with identified deliverables and outcomes.
 
8. Ensures that all outreach focuses on opportunities to increase L&D partnerships.
 
9. Ensures that mission objectives and goals are met.
 
10. Ensures follow-through and compliance with budgeted funding established deliverables.
 
11. Participates in the development of MGI’s operational and strategic planning activities.
 
12. Develops budgets and manages expenditures for areas of responsibility, including L&D capital expense budgets with the VP of Human Resources.
 
13. Participates in the strategic planning process with the VP of Human Resources.
 
14. Responsible for the leadership, development, coordination, and facilitation of learning, education and development function for MGI in consultation with the VP of Human Resources and Leadership team.
 
15. Improve the organization’s capabilities to learn and grow through MGI’s Core Values by facilitating, coaching, analyzing, and managing learning and development.
 
16. Leads and manages vendor contracts, data reports, and GoodwillU learning platform.
 
17. Collects, evaluate, and analyze data relating to training programs and department performance (ROI).
 
18. Research, analyze, evaluate, recommend, negotiate, implement, and utilize resources, programs, and education for individuals, teams, and the organization in consultation with VP of Human Resources and the Leadership team.
 
19. Helps drive operational performance improvement through the delivery of high impact training.
 
20. Formulate and implement plans and procedures for company-wide team member training and development programs.
 
21. Leads the assessment of training needs and the development of training to support those needs both internally and externally.
 
22. Continually improves GoodwillU as a Learning Center and ensures maintenance of all training content and records to meet organizational needs for efficient, effective, on-time learning.
 
23. Defines the value proposition for each training program including return on investment measurement.
 
24. Remains current with operational changes and developments within the company and oversee updates or improvements with the curriculum.
 
25. Keeps abreast of learning and development trends, technology, and adult learning theory, and operates training programs at or above goals.
 
26. Collaborates with other MGI department leaders to help ensure optimal development and utilization of learning programs for all Goodwill Teams.
 
27. Maintains responsibility for learning and development program evaluation and quality assurance. Maintains statistical and administrative information related to instructor-led and online courses, generating monthly Training Stats Report.
 
28. Coordinates established training courses with technical and professional courses offered by community schools and other agencies.
 
29. Consults with team members about educational issues related to training services.
 
MINIMUM QUALIFICATIONS: 
1. Proven effectiveness in turning learning and training data analytics into business development-related success
 
2. Current learning and development trends, applications, use of technology, and delivery methods
 
3. Excellent communication, writing, editing, and project management skills; including the ability to communicate effectively with individuals and large groups
 
4. Experience working in a consulting capacity, developing and delivering training in a variety of methodologies
 
5. Successful track record of working with customers on the design and development of learning and training-related material.
 
6. Learning and development program performance improvement measurement techniques
 
7. Ability to negotiate learning and development vendor contracts
 
8. Ability to provide leadership that results in reaching objectives and goals
 
9. Motivate others and delegate responsibilities, holding teams or team members accountable.
 
TRAINING & EXPERIENCE: 
1. Bachelor’s Degree in organizational development, training, or education, Masters preferred.
 
2. Minimum of seven years in the field of Learning and Development, or Training to include instructional design, instructor-led presentations, and multiple platform delivery.
 
SPECIAL REQUIREMENTS: 
1. Must be able to work occasional after-hours and weekends.
 
2. This position is safety-sensitive and requires drug testing.
 
3. This role may require access to facility keys and alarm systems.
 
4. Must be able to travel locally and nationally.
 
5. Must possess a valid driver’s license, appropriate insurance coverage and a privately-owned reliable means of transportation to travel throughout Goodwill territory to visit stores and locations as necessary.
 
6. This position may also require you to hold personal auto insurance, review of your MVR (Motor vehicle record) and complete a road test/driving test.
 
PHYSICAL REQUIREMENTS: 
1. Able to sit, stand, bend, and reach.
 
2. Able to lift, push, pull up to twenty-five (25) pounds with no support regularly.
 
Over twenty-five (25) pounds request for additional team member assistance as needed.
 
CRITICAL PERFORMANCE FACTORS (CPFS): 
1. GoodwillU Learning Content Creation vs Goal (Timeliness, Quality and Deadlines vs Goals)
 
2. Pursuit of Education Program goals vs achieved (measured by participation, completions, and outcomes)
 
3. Role Model Worker % of TMs vs goal
 
4. Planning and reporting documentation (Measured by timeliness and accuracy of department reporting deliverables)
 
5. Product (Project) deliverables completed as assigned
 
6. Retention (New Hire 30, New Hire 90-day retention and annual retention vs LY)
 
7. Donor value vs LY
 
8. Transaction value vs LY
 
9. Sales per labor hour vs LY
 
10. Customer Survey Questionnaire score vs actual goal of 4.0

Director of Learning & Development

Alnylam

<div><div>Overview: 
</div><div></div><div>The Senior Director of Learning and Development will serve as a strategic architect and enterprise thought leader in shaping how the organization develops its people. This role will assess the current state of learning and development (L&amp;D), elevate leadership programs, and design a future-ready learning ecosystem that fuels business growth. Working in close partnership with enterprise and functional leaders, this leader will balance strategy with execution, champion innovation (including AI-enabled learning), and drive sustainable behavior change across the organization. 
</div><div></div><div>Responsibilities: 
</div><div></div><div>Learning Strategy &amp; Philosophy
</div><ul><li>Partner with the Head of Talent and Learning to co-create a cohesive enterprise L&amp;D philosophy that supports the company&rsquo;s growth strategy.
</li><li>Evaluate the current learning ecosystem, including tools, vendor relationships, and operating model; determine build-versus-buy approaches for programs.
</li><li>Establish a unifying vision for leadership and professional development across all levels of the organization.
</li></ul><div>Leadership Development
</div><ul><li>Assess existing leadership frameworks and programs; design and deploy best-in-class solutions that prepare leaders for the future state of the business.
</li><li>Build enterprise leadership pipelines through high-potential programs, succession readiness, and executive development initiatives.
</li><li>Embed leadership standards and behaviors that align with culture, values, and long-term business objectives.
</li></ul><div>Capability Building &amp; Skills Development
</div><ul><li>Identify critical gaps in workforce skills and partner with business and functional leaders (R&amp;D, Commercial, Operations, etc.) to design targeted development solutions.
</li><li>Lead a more cohesive and integrated deployment of learning initiatives across the enterprise.
</li><li>Establish scalable knowledge enablement and continuous upskilling strategies, leveraging digital and AI-powered platforms.
</li></ul><div>Change Leadership &amp; Culture
</div><ul><li>Approach transformation with a change mindset, influencing and guiding behavior shifts that enable sustainable performance improvements.
</li><li>Foster collaboration and influence across functions to build alignment, rather than relying on control or hierarchy.
</li><li>Act as a role model for curiosity, agility, and inclusive leadership.
</li></ul><div>Innovation &amp; Enablement
</div><ul><li>Reimagine learning delivery by introducing advanced digital solutions, including AI-driven personalization and knowledge deployment.
</li><li>Continuously assess and optimize knowledge-sharing processes to improve speed, scalability, and impact.
</li>Bring external best practices, thought leadership, and innovation into the enterprise learning strategy. 
<li>
</li></ul><div></div><div>Qualifications: 
</div><div></div><ul><li>Bachelor&rsquo;s degree required; Master&rsquo;s degree in Organizational Development, HR, Business, or related field preferred.
</li><li>12+ years of progressive experience in Learning, Leadership Development with proven success in building enterprise learning strategies.
</li><li>Demonstrated expertise in leadership development, change leadership, and capability building.
</li><li>Experience leading transformations with measurable impact on workforce performance and business outcomes.
</li><li>Strong executive presence with the ability to influence, collaborate, and inspire at all levels.
</li><li>Proven track record of working across multiple business functions to create cohesive learning solutions.
</li>Familiarity with emerging technologies and AI-driven learning platforms preferred. 
<li>
</li></ul><div></div>U.S. Pay Range
$227,000.00 - $307,100.00
The pay range reflects the full-time base salary range we expect to pay for this role at the time of posting. Base pay will be determined based on a number of factors including, but not limited to, relevant experience, skills, and education. This role is eligible for an annual short-term incentive award (e.g., bonus or sales incentive) and an annual long-term incentive award (e.g., equity).
Alnylam&rsquo;s robust Total Rewards package is designed to support your overall health and well-being. We offer comprehensive benefits including medical, dental, and vision coverage, life and disability insurance, a lifestyle reimbursement program, flexible spending and health savings accounts and a 401(k)with a generous company match. Eligible employees enjoy paid time off, wellness days, holidays, and two company-wide recharge breaks. We also offer generous family resources and leave. Our commitment to your well-being reflects our belief that caring for our people fuels the impact we create together.
Learn more about these and additional benefits offered by Alnylam by visiting the Benefits section of the Careers website: https://www.alnylam.com/careers
About Alnylam
We are the leader in RNAi therapeutics &ndash; a revolutionary approach with the potential to transform the lives of people with rare and common diseases. Built on Nobel Prize-winning science, Alnylam has delivered the breakthroughs that made RNAi therapeutics possible and are just at the beginning of what&rsquo;s possible. Our deep pipeline, late-stage programs, and bold vision reflect our core values: fierce innovation, passion for excellence, purposeful urgency, open culture and commitment to people. We're proud to be a globally recognized top employer, where an authentic, inclusive culture and breakthrough thinking fuel one another.
At Alnylam, we commit to an inclusive recruitment process and equal employment opportunity. Qualified applicants will receive consideration for employment without regard to their sex, gender or gender identity, sexual orientation, race, color, ethnicity, national origin, ancestry, citizenship, religion, creed, physical or mental disability, pregnancy status or related conditions, genetic information, veteran or military status, marital or familial status, political affiliation, age, or any other factor protected by federal, state, or local law. Alnylam is an E-Verify Employer.</div>

Senior Director, Learning & Development

ACCOR

This role is a key leadership position responsible for leading the successful operation of Accor Academy across the Middle East, Africa and Turkey hub, driving a learning &amp; talent development culture and ensuring the delivery of operational performance through an integrated and innovative strategy. As a key leader within our corporate People &amp; Culture team, this role is responsible for driving a continuous learning culture, ensuring that learning is available, supported, prioritised and executed, enabling organisational learning to be achieved through robust processes for identifying, sharing and embedding knowledge.
Learning &amp; Organisational Development Strategy 
<ul>
 <li>In conjunction with the VP People Experience &amp; Leadership Development, develop the annual learning strategy and catalogue offering, aligned to the regional People &amp; Culture strategy and operational priorities</li>
 <li>Strategically partner / consult with key stakeholders and business leaders (VPOs, General Managers, Corporate leaders, People &amp; Culture teams) to identify and understand learning needs, creating a best-in-class learning approach that balances Hub needs and priorities whilst optimising consistency, efficiency and alignment across Hubs / brands (where applicable)</li>
 <li>Together with Accor Academy team, establish a continuous learning, development and improvement culture. Direct Accor s learning approach using learning analytics to drive insights, support decision making and focus activity into key areas of risk or opportunity</li>
 <li>Act as an adviser to effectively leverage resources and provide guidance to the business on use of emerging technologies, thought leadership, practices and trends. Support the on-going development and evolution of Heartist as a culture within all hotels in each country/region</li>
</ul>
Learning Delivery &amp; Pre-opening support 
<ul>
 <li>Ensure the delivery of high-quality learning solutions to business units across the Hub. Ensure that global brand and culture initiatives are embedded throughout the region.</li>
 <li>With a focus on embedding behavioual change, ensure a blend of different learning modes, including high quality solutions that supporting on-the-job learning, continuous feedback, leader as coach approach, virtual classrooms and e-learning.</li>
 <li>Certifies property based trainers/facilitators and L&amp;D teams to deliver various programs, including the Heartist journey. Ensure pre-opening and re-branding hotels are provided with a high level of learning support</li>
</ul>
Academy Business Model 
<ul>
 <li>Manage programs with agreed budget, selects and manages external consultant(s) or manages the deployment of internal consultants / SME s as needed</li>
 <li>Work with VP People Experience &amp; Leadership Development on the preparation and management of the Academy annual department budget, driving participation in learning solutions/programs, ensuring revenue targets are met, and managing expenses / aging debtors to deliver cost neutral results</li>
</ul>
Leading &amp; Collaborating with Others: 
<ul>
 <li>Lead, coach and develop capability within the regional Academy team, providing the direction and inspiration for high standards of excellence</li>
 <li>Partner and build strong relationships with external learning vendors and consultants, ensuring that they are operating in accordance with the Academy s governance guidelines and learning philosophies</li>
</ul>
Learning Design: 
<ul>
 <li>Ensure alignment with the global learning and development ethos around co-design of new programs and enhancement of existing programs. Enable an iterative approach ensure the continual update of learning programs, tools and content. Drive an innovative blended learning approach that incorporates best practice methodology and technology</li>
 <li>Arrange for learning content of global Academy Accor programs to be tailored to suit the needs of the region (including language translations where necessary).Ensure a proactive approach to understanding new learning trends, tools, research and methodologies, applying these to learning content, program design and sharing of knowledge across the team. Researches learning trends and technology that could potentially add value to the business</li>
</ul>

Director Learning & Development MEA

Search 10000+ Director learning and development jobs near you this November. New roles added regularly across leading industries. Apply today.