VP, Learning & Development

Job Summary

The Vice President of Learning & Development is responsible for building and executing an enterprise-wide learning and development strategy that accelerates capability, performance, and culture across the organization. This executive will lead the transition from a decentralized to a centralized learning model, ensuring consistent standards, scalable programs, and strong alignment with business priorities. The role partners closely with the Executive Leadership Team (ELT), senior leaders, and sales leadership to design and deliver learning solutions that drive growth, engagement, and measurable business impact. 

Responsibilities

Enterprise Learning Strategy 

• Develop and own a multi-year learning and development strategy aligned with organizational goals, talent strategy, and culture.
• Define the enterprise L&D operating model, governance, and priorities, including standards for program design, delivery, measurement, and vendor management.
• Establish a clear portfolio of enterprise learning programs (e.g., onboarding, leadership development, functional capability, compliance, inclusion) and ensure they are integrated and sequenced. 

Centralization of Learning & Development 

• Lead the transition from decentralized learning efforts to a centralized, enterprise L&D function, including change management, stakeholder engagement, and communications. 
• Inventory and rationalize existing learning programs, platforms, and vendors; consolidate and standardize where appropriate to drive consistency, quality, and efficiency. 
• Implement common processes, tools, and technology (e.g., LMS/LXP, content libraries, analytics) to support a scalable, centralized learning ecosystem. 
• Create governance forums and decision rights that balance enterprise standards with critical local/business-unit needs. 

Executive and Senior Leadership Partnership 

• Serve as a strategic advisor to the SVP Talent & Culture, ELT, and senior leaders on learning, leadership, and capability-building priorities. 
• Partner with senior leaders to translate business strategy into clear capability requirements and learning roadmaps for functions, regions, and levels. 
• Design and sponsor executive and senior leadership development experiences, including high-potential programs, succession-related development, and executive coaching strategies. 
• Provide thought leadership on emerging trends in learning, leadership, and talent development to inform strategic decisions. 

Sales and Commercial Enablement 

• Partner with sales leadership to define and execute a sales learning and enablement strategy that supports revenue growth, customer experience, and salesforce effectiveness. 
• Oversee the design and delivery of sales onboarding, product and solutions training, sales skills development, and sales leadership programs. 
• Ensure sales learning is integrated with broader enterprise learning frameworks, performance management, and incentive structures. 

Program Design, Delivery, and Measurement 

• Oversee the design, development, and delivery of high-impact learning solutions using modern modalities (e.g., experiential learning, digital, microlearning, coaching, and blended programs). 
• Ensure programs are grounded in adult learning principles and are inclusive, scalable, and accessible across geographies and modalities. 
• Define and manage a comprehensive measurement framework and KPIs for learning impact (e.g., participation, behavior change, performance outcomes, business metrics). 
• Continuously evaluate and refine programs based on feedback, data, and evolving business needs. 

Leadership of the L&D Function 

• Build, lead, and develop a high-performing L&D team capable of operating as strategic partners and expert solution designers. 
• Foster a culture of innovation, collaboration, and continuous improvement within the L&D function. 
• Develop and manage the L&D budget, ensuring responsible investment, vendor optimization, and clear ROI for key initiatives. 
• Establish and maintain external partnerships (vendors, universities, thought leaders) to bring best practices and innovative solutions into the organization. 

Qualifications

• Bachelor’s degree required, Master’s degree in HR, Organizational Development, Education, Business, or related field preferred. 
• 10–15+ years of progressive experience in learning and development, talent management, organizational development, or related fields, including significant leadership experience. 
• Demonstrated success designing and implementing enterprise-wide L&D strategies in complex, multi-site or global organizations. 
• Proven experience leading a transition from decentralized to centralized or federated learning models, including governance and change management. 
• Experience partnering with executive leadership and senior business leaders, including sales or commercial leadership, to align learning with business strategy and outcomes. 
• Strong expertise in modern learning methodologies, instructional design, and learning technologies (e.g., LMS/LXP, digital learning platforms, analytics tools). 
• Track record of building and leading high-performing teams and managing significant budgets and vendor ecosystems.