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Open nowPosted 26 days ago

Director, Learning and Development

CoAd.40 open roles

Where
Remote
Work mode
Remote
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Your applicationOpen nowDirector, Learning and DevelopmentCoAd. · Remote

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The clock on this job

Early applications get read.

11.3% of postings close within 7 days. Measured by our own scanner across the market.

Share of postings closed within
  1. 2.0%1 day
  2. 4.2%3 days
  3. 11.3%7 days
  4. 17.5%14 days
  5. 34.2%30 days
  6. 43.5%60 days
This job: posted 26 days ago

The posting

CoAd is seeking a Director, Learning and Development to build and lead an integrated enterprise learning program for an organization of approximately 800 employees across PEO, payroll, agency, and HCM services. This leader will bring together training that currently exists across departments into a consistent, scalable approach that strengthens employee capability, leadership effectiveness, and business performance.

Reporting directly to the CHRO, the Director will lead the Learning and Development team and own the learning strategy, program standards, technology, and measurement framework across onboarding, professional development, manager and leadership development, and technical and operational training. The role will partner with functional leaders and subject matter experts to connect learning priorities to service quality, growth, technology adoption, and employee career opportunities.

This is a hands-on leadership role focused on building with existing resources. Initial priorities include organizing current training, standardizing onboarding, and launching practical manager development. The Director will personally design and facilitate priority programs while coordinating technical training with department experts.

Key Responsibilities

Enterprise Learning Strategy and Program Development

• Assess current training, content, systems, resources, and skill gaps across the organization; retain effective programs and address duplication and inconsistent coverage.

• Build a prioritized learning roadmap and annual plan tied to business strategy, workforce needs, and the Empowering Our People strategic pillar.

• Establish clear ownership, common design standards, training intake and prioritization, and a coordinated enterprise learning calendar.

• Recommend and manage a practical learning budget and delivery model, using existing people, content, and tools before proposing additional investment.

Technical and Operational Training Oversight

• Oversee the framework and quality of job-specific training across payroll, service, implementation, sales, product, technology, and other business functions.

• Partner with department leaders and subject matter experts to define role competencies, learning pathways, practice activities, and proficiency assessments.

• Establish a shared accountability model: Learning and Development owns learning standards and program effectiveness; functional leaders own technical accuracy, expert participation, and on-the-job reinforcement.

• Prepare employees for platform changes, new products, process improvements, and technology adoption through coordinated training and readiness checks.

• Build trainer capability and maintain content review schedules, version control, and accessible job aids so employees can find current guidance when needed.

Leadership Development and Career Growth

• Create practical development programs for new managers, experienced people leaders, and emerging leaders, including coaching, feedback, performance conversations, and leading change.

• Partner with the CHRO and HR team to translate talent reviews, performance insights, and employee feedback into targeted development opportunities.

• Connect learning pathways, mentoring, and development plans to career opportunities and internal mobility; equip managers to support employee growth.

Onboarding and Learning Delivery

• Create a consistent onboarding experience that connects company orientation with department training, role expectations, and manager-led reinforcement.

• Design and deliver blended learning using live facilitation, virtual sessions, self-paced modules, hands-on practice, and resources embedded in daily work.

• Ensure learning is engaging, accessible, and practical for a distributed workforce; prioritize demonstrated skill application alongside participation.

• Coordinate required employee training with Legal, Compliance, Information Security, and HR, including assignments, completion tracking, and records.

Learning Technology and Innovation

• Assess and manage learning platforms, content libraries, authoring tools, and vendors; recommend improvements based on usability, integration, cost, and business need.

• Apply AI and digital tools to improve content development, personalization, and access to knowledge, with appropriate review for accuracy, privacy, and approved use.

• Partner with technology and business leaders to develop employee AI literacy and practical skills that support adoption and productivity.

Leadership and Business Impact

• Lead, coach, and develop the Learning and Development team, setting clear priorities and accountability while coordinating department trainers and subject matter experts.

• Build trusted relationships with senior leaders, align competing priorities, and manage programs from design through adoption and continuous improvement.

• Establish baselines and report on time to proficiency, skill application, manager effectiveness, adoption, and relevant quality and productivity measures.

• Evaluate program costs and outcomes with business owners; adjust investment based on evidence of improved performance.

Required Skills & Experience

• Seven or more years of progressive experience in learning and development, training, talent development, or a related discipline, including at least three years leading teams or cross-functional learning programs.

• Demonstrated success building, formalizing, or transforming a learning function in a growing or changing organization.

• Experience spanning leadership development and technical or operational training, with the ability to translate complex processes into practical learning.

• Strong knowledge of adult learning, instructional design, facilitation, blended learning, and assessment of job proficiency.

• Experience establishing learning governance, managing learning technology and vendors, and measuring business outcomes.

• Ability to lead direct reports and influence functional leaders and subject matter experts across a distributed organization.

• Strong business judgment, project management, and communication skills, with the ability to balance strategic planning and hands-on delivery.

• Bachelor’s degree in human resources, organizational development, education, business, or a related field, or equivalent relevant experience.

Preferred Experience

• Experience in PEO, payroll, HCM, financial services, professional services, or another technology-enabled service business.

• Experience supporting organizational integration, rapid growth, platform transitions, or significant operating change.

• Experience building a learning function for a mid-sized organization with limited resources and training distributed across departments.

• Practical experience with AI-enabled learning and digital adoption; CPTD, APTD, or a related learning credential is a plus.

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