Director, Learning and Development

Description

FLSA Classification: Exempt

Exempt employees may occasionally be required to work outside normal business hours (i.e., occasional evening or weekend work may be necessary to support program deadlines or organizational priorities).

Reports to: Chief People Officer

Department: Human Resources

Salary: Starting at $150,000

Date created/revised: October 19, 2026

Summary/objective

The Director of Learning and Development provides enterprise leadership for TruMerit’s learning and development ecosystem, workforce capability strategy, learning impact, and organizational culture strategy. Reporting to the Chief People Officer, this role owns the “what” and “why” of learning and capability development by setting the enterprise-wide learning and development vision, architecture, priorities, governance, standards, and measures that align workforce capabilities with current and future organizational needs.

The Director serves as a strategic advisor to leaders and as a steward of TruMerit’s organizational culture, ensuring that its mission, vision, values, behaviors, and ways of working are understood, reinforced, and lived throughout the employee lifecycle. The role builds an integrated learning ecosystem that supports onboarding, leadership development, career growth, knowledge sharing, organizational readiness, and sustained business impact, while contributing directly to selected high-priority initiatives when hands-on leadership is needed.

The Director directly supervises the Manager, Learning and Development and is accountable for the overall effectiveness of the L&D function. The Director sets strategy, approves the learning roadmap, establishes standards and success measures, and resolves resource and priority conflicts; the Manager owns day-to-day implementation, content development, facilitation, learning operations, communications, and platform administration within that framework.

Requirements

Essential Functions

Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

Strategic Leadership & Workforce Capability

• Develop and maintain the enterprise Learning and Development (L&D) strategy aligned with organizational priorities and future workforce capability requirements.
• Lead enterprise workforce capability planning by identifying current and future capability gaps and recommending development priorities.
• Establish and oversee L&D governance, annual planning processes, success measures, and investment priorities; develop the annual learning roadmap and budget for approval by the Chief People Officer and manage delivery within approved resources and delegated authority.
• Serve as a strategic advisor to leaders on workforce capability development, organizational readiness, leadership development, and change initiatives.

People Leadership & Execution Oversight

• Provide direct supervision, coaching, and professional development to the Manager, Learning and Development, establishing clear goals, delegated authority, performance expectations, and accountability for delivery and learning outcomes.
• Review and approve the Manager’s implementation plans, major milestones, and proposed changes to scope, timing, or resources; delegate day-to-day scheduling, logistics, communications, content development, facilitation, and platform administration to the Manager.
• Conduct regular planning and progress reviews to assess workload, capacity, quality, and results; resolve escalated delivery risks, resource constraints, stakeholder disagreements, and competing priorities, involving the Chief People Officer when decisions exceed delegated authority.
• Coach the Manager in instructional design, facilitation, train-the-trainer leadership, SME coordination, vendor coordination, and use of learning data; ensure functional leadership of contributors is distinguished from formal people-management authority.

Learning Ecosystem & Architecture

• Design and maintain the organization’s learning architecture, including competency frameworks, learning pathways, onboarding programs, career development journeys, and certification structures.
• Build and sustain an organizational learning ecosystem that encourages continuous learning, knowledge sharing, curiosity, collaboration, and professional growth.
• Define standards, methodologies, quality requirements, and policies for learning and development activities across the organization, including adult learning, instructional design, accessibility, assessments, content review and maintenance, and train-the-trainer practices; ensure SMEs retain responsibility for technical accuracy and the Manager implements consistent review and delivery practices.

Portfolio, Technology & Innovation

• Lead the prioritization and governance of the learning portfolio to ensure alignment with strategic business needs.
• Drive the organization’s learning technology, AI, analytics, and innovation strategy to improve scale, effectiveness, accessibility, and learner experience; partner with IT and appropriate control functions on platform selection, access, learning records, data protection, and responsible AI use, including approved tools, human review, and validation for accuracy and bias.
• Champion modern learning approaches such as social and peer learning, gamified learning, experiential learning, coaching, and knowledge-sharing practices.

Stakeholder & Network Leadership

• Build strategic partnerships with internal stakeholders, department leaders, subject matter experts, trainers, and external learning providers.
• Oversee the selection, scope, budget, and performance of external vendors, consultants, learning partners, and content providers in partnership with appropriate stakeholders and established procurement and contracting processes; delegate day-to-day coordination to the Manager and resolve escalated cost, scope, or quality concerns within delegated authority.
• Promote a culture of learning and capability development across the organization.

Measurement & Delivery

• Establish learning impact measures and reporting expectations covering participation, completion, learner feedback, assessment results, workplace application, and workforce capability outcomes; review the Manager’s reporting, communicate results and recommendations to leadership, and direct improvements to programs and investments.
• Personally contribute to selected high-priority initiatives, learning projects, or learning programs when organizational needs require hands-on involvement.

Organizational Culture & Values

• Champion and steward TruMerit’s culture by translating its mission, vision, and values into clear behavioral expectations and development priorities.
• Partner with Human Resources and organizational leaders to embed cultural values and desired behaviors into talent, leadership, learning, recognition, performance, and development practices.
• Advise and support leaders in modeling TruMerit’s values while monitoring organizational culture and recommending actions to strengthen engagement, trust, accountability, inclusion, and alignment.
• Set priorities and desired outcomes for learning-related culture activities, recognition initiatives, communities of practice, and knowledge sharing in partnership with Human Resources; guide the Manager’s implementation and use employee feedback and participation data to assess effectiveness.

Other

• Lead or support other Human Resources initiatives, special projects, and cross-functional workstreams aligned with organizational priorities.

Competencies

• Enterprise learning strategy and workforce capability planning
• Governance and investment prioritization
• People leadership, manager coaching, delegation, performance management, and resource planning
• Learning architecture, competency frameworks, and career pathways
• Learning technology, AI, analytics, and innovation
• Organizational culture stewardship and change leadership
• Executive advising, influence, and stakeholder partnership
• Impact measurement, data-informed decision-making, and continuous improvement
• Strategic communication, facilitation, collaboration, and project leadership

Supervisory responsibilities

The Director, Learning and Development directly supervises the Manager, Learning and Development and any additional assigned L&D staff. Responsibilities include establishing individual goals and work priorities; conducting regular one-on-one meetings and performance reviews; providing timely feedback, coaching, and professional development; reviewing workload and staffing needs; and participating in hiring, onboarding, and addressing performance concerns in accordance with organizational policies and delegated authority. The Director retains accountability for the function’s priorities, resources, quality, and results while empowering the Manager to own day-to-day execution. The role also leads cross-functional councils, project teams, and networks of subject matter experts supporting enterprise learning and culture initiatives; these relationships do not imply direct supervisory authority.

Work environment

Hybrid, with two days per week in the Philadelphia office preferred; however, remote candidates will be considered. The role requires regular virtual collaboration across teams and stakeholders and may require participation in onsite meetings, L&D events, or organizational activities.

Physical demands

• Ability to remain in a stationary position for extended periods.
• Ability to participate in virtual and in-person meetings, facilitate learning activities, and collaborate across digital platforms.

Travel required

Occasional; may include to support organizational meetings, L&D programs, leadership sessions, or vendor engagements.

Required education and experience

• Bachelor’s degree in human resource development, organizational development, organizational leadership, education, instructional design, psychology, business administration, or a related field
• Eight or more years of progressive experience in learning and development, talent development, organizational development, or a related discipline.
• Demonstrated experience directly supervising L&D professionals and leading through delegated program ownership, including setting priorities and expectations, coaching and developing staff, managing performance, planning resources and budgets, and fostering accountability and collaboration.
• Demonstrated experience advising senior leaders, leading cross-functional initiatives and organizational transformation, and translating organizational priorities into workforce capability, culture, enterprise change, and leadership development strategies.
• Demonstrated experience designing enterprise learning strategies, architectures, and portfolios, including competency frameworks, career pathways, leadership development, and onboarding programs.
• Demonstrated experience appropriately leveraging AI, including AI-enabled learning tools, to support learning and development; experience with learning technologies, learning experience platforms, advanced workforce analytics, impact measurement, vendor management, and modern adult-learning methodologies.
• Strong written, verbal, facilitation, presentation, and executive communication skills.

Preferred education and experience

• Master’s degree in organizational development, organizational leadership, human resource development, adult learning, instructional design and technology, industrial-organizational psychology, business administration, or a related field.
• Professional certification in learning and development, talent development, organizational development, coaching, change management, or human resources.

Other duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Affirmative Action/EEO statement

TruMerit, formerly CGFNS International, Inc., is an equal opportunity employer committed to inclusion and diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, age, national origin, disability, veteran status, gender identity, or any other factor protected by applicable federal, state, or local laws.

TruMerit, formerly CGFNS International, Inc., will not discriminate against or retaliate against applicants who inquire about, disclose, or discuss their compensation or that of other applicants.

Reasonable accommodation is available for applicants with disabilities or religious needs.