Director, Training and Development

The Director, Training and Development is responsible for overseeing the design, delivery, and evaluation of employee learning and development programs that align with the organization’s goals and drive workforce performance. This leadership role will direct a team of learning professionals and collaborate with management to ensure the development of talent at all levels. The Director will focus on building and scaling comprehensive programs for leadership development, employee training, and continuous learning across the organization, ensuring a high-performance culture and future-ready workforce.

Key Responsibilities:

• Strategic Training and Development Leadership:
• Develop and execute a comprehensive training and development strategy that aligns with organizational goals, business needs, and employee career growth.
• Lead the design and implementation of enterprise-wide learning programs that build leadership capabilities, improve technical skills, and foster a culture of continuous improvement.
• Align training initiatives with business objectives, driving performance improvements and business outcomes through targeted learning solutions.

Program Design & Delivery:

• Lead the creation of tailored training programs for various levels of employees, from entry-level to executive leadership, across multiple functional areas.
• Oversee the development and deployment of both in-person and digital learning solutions, utilizing e-learning platforms, workshops, seminars, and experiential learning techniques.
• Implement leadership development programs that prepare high-potential employees for future leadership roles within the organization.

Talent Management & Succession Planning:

• Collaborate with leadership to identify key skill gaps and talent needs, developing training programs that address these areas and ensure future organizational growth.
• Play a critical role in succession planning by identifying emerging leaders and providing development opportunities to enhance their readiness for higher-level roles.

Learning Culture & Employee Engagement:

• Foster a culture of learning and development by encouraging employee participation in training programs and promoting lifelong learning.
• Develop initiatives that boost employee engagement, enhance knowledge sharing, and create opportunities for cross-functional learning.

Performance Management & Evaluation:

• Establish clear metrics and evaluation frameworks to assess the effectiveness and impact of training programs.
• Regularly assess learning outcomes and ROI, ensuring that programs contribute to the overall success of the business.
• Utilize employee feedback, learning assessments, and performance metrics to continuously refine and improve training initiatives.

Leadership & Team Management:

• Lead, mentor, and manage a team of training and development professionals, providing direction, support, and professional development opportunities.
• Set clear goals and KPIs for the training team, ensuring alignment with the company’s learning and development objectives.

Learning Technology & Innovation:

• Stay ahead of emerging learning technologies and trends, leveraging new tools and platforms to improve training delivery and employee engagement.
• Lead the integration of innovative learning solutions such as virtual classrooms, gamification, mobile learning, and AI-driven platforms.

Budget & Resource Management:

• Develop and manage the annual training and development budget, ensuring optimal use of resources and alignment with organizational priorities.
• Identify opportunities for cost-effective training solutions, such as partnerships with external training providers or leveraging internal expertise.
• Collaboration & Stakeholder Engagement:
• Work closely with department heads, HR team and other stakeholders to ensure that training programs meet the unique needs of each business unit.
• Act as a trusted advisor to senior management, providing insights and recommendations on employee development, organizational effectiveness, and learning strategies.

Qualifications:

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field (Master’s degree preferred).
• 10 years of progressive experience in training and development, with at least 5 years in a leadership or management role.
• Proven track record of designing and implementing learning programs and driving measurable results.
• Strong understanding of talent development, leadership training, and organizational development best practices.
• Experience with performance management, succession planning, and career development strategies.
• Excellent communication, presentation, and interpersonal skills, with the ability to influence and engage senior leaders and employees.
• Ability to manage multiple projects and prioritize in a fast-paced environment.

Preferred Skills:

• Certifications in instructional design, training, or coaching (e.g., ATD, CPLP, or similar certifications).
• Experience in designing learning programs for global or multi-location organizations.
• Proficiency with data analytics tools for measuring the impact of learning programs.
• Knowledge of competency frameworks and professional certification programs.

Personal Attributes:

• Strategic thinker with the ability to balance short-term training needs with long-term organizational development goals.
• Strong problem-solving and critical-thinking abilities to address complex learning challenges.
• High emotional intelligence and strong leadership qualities with the ability to inspire and influence others.
• Adaptable and innovative, with a passion for staying ahead of industry trends and continuously improving training offerings.