The Director of Employee Development & Learning will design and lead an enterprise learning and development strategy aligned with company objectives and desired business outcomes, centered on three primary focus areas: Core Skills, Functional Skills, and People Management & Leadership Development. This role also shapes the supporting strategies, systems, and processes that strengthen performance, engagement, succession planning, and organizational effectiveness. Core Skills Define and advance enterprise-wide core skill development priorities that build foundational capabilities aligned with organizational strategy and culture. Lead the strategy for performance and feedback practices that support goal setting, continuous coaching, development planning, and accountability across the employee lifecycle. Partner with senior leaders and HR stakeholders to strengthen manager effectiveness, employee growth, and a culture of ongoing learning and feedback. Use employee engagement insights and organizational effectiveness priorities to inform development strategies that improve team performance, retention, and culture. Functional Skills. Design and oversee enterprise learning programs that build technical and functional capabilities aligned with business priorities, role expectations, and identified skill gaps. Partner with business leaders and HR stakeholders to identify capability needs and translate them into targeted learning strategies that strengthen role-specific performance. People Management & Leadership Development. Develop leadership and people management programs that strengthen coaching capability, team effectiveness, internal mobility, and leadership readiness. Lead talent review and succession planning processes to identify high-potential talent, strengthen leadership pipelines, and improve succession readiness across the organization. Provide strategic consultation and coaching to leaders on feedback culture, development planning, organizational effectiveness, and change leadership. Lead and develop the team supporting employee development and learning, including the Manager of Development and Learning and the Development and Learning Specialist, while partnering cross-functionally to execute enterprise talent initiatives. Operations, Systems & Analytics. Establish scalable learning operations, governance, and measurement practices to evaluate participation, adoption, effectiveness, and business impact. Serve as the functional lead for learning, performance, and talent systems, partnering with People Systems to define requirements, testing, reporting, and process improvements. Ensure systems, data integrity, workflows, and analytics effectively support talent programs and enable informed decision-making. Manage relationships with external learning and talent vendors to ensure service quality, program effectiveness, contract alignment, and support for business priorities. Oversee key annual enterprise initiatives and participate in global task force efforts to ensure alignment across regions, including annual performance and goal-setting cycles, Engagement Survey, Compliance Training, Cybersecurity Training Task and Mid-Year Review (MYR). QUALIFICATIONS (Required & Preferred)10 years of progressive HR experience, supporting executive leaders and enterprise efforts in the following areas: Strategic Feedback Systems, Performance Architecture, Operational and Datra literacy, Talent Pipeline Management (succession planning). Strong capability in organizational design, change management, and leadership coaching in a fast-paced environment. Excellent communication, executive presence, and stakeholder management skills 4 years of leadership and team management experience. Bachelor’s degree in human resources, Management, Organizational Psychology, Industrial/ Organization or related degree preferred Preferred Qualifications. ICF credentials (ACC or PCC).(SHRM-SCP, SPHR) and/or advanced degree (MBA, MS HR). Experience supporting a high-growth organization and scaling enterprise teams, processes, and capabilities. Demonstrated effectiveness partnering with global or multi-site teams and navigating matrixed stakeholder environments.