Managing Director, Learning & Development

Position Summary

A rapidly growing, multi-site services organization is seeking a Managing Director, Learning & Development to lead and scale its enterprise-wide L&D strategy. This leader will ensure employees at all levels have the training, tools, and support needed to succeed in their current roles and progress along clear career pathways.

This role oversees a comprehensive learning portfolio that includes:

• New Hire & Onboarding Programs – Structured onboarding for frontline, managerial, and supervisory roles
• Career Pathways & Mobility Programs – Development programs designed to support internal advancement and role progression
• Ongoing Skills & Upskilling Initiatives – Continuous learning programs that deepen role-specific capabilities and support higher-complexity work

In addition to program quality and impact, the Managing Director is accountable for operational excellence within the L&D function—building systems, processes, and tools that enable scalable, efficient, and data-driven learning operations.

Key Responsibilities

Program Leadership & Strategy

• Develop, refine, and execute the strategic vision for the organization’s Learning & Development portfolio.
• Partner with Operations, functional leaders, and HR to align training programs with business objectives, role competencies, and career progression frameworks.
• Ensure learning programs deliver clear, engaging, and measurable outcomes that drive individual performance and organizational results.

Operational Excellence & Efficiency

• Design and implement efficient processes to streamline training delivery, tracking, and evaluation.
• Leverage technology, automation, and data systems to enhance scalability and reduce administrative overhead.
• Continuously assess workflows, resource allocation, and program design to improve efficiency and cost-effectiveness without sacrificing quality.
• Establish SOPs and performance metrics to ensure consistent execution across programs and locations.

Program Design & Implementation

• Oversee the design, delivery, and continuous improvement of learning content across live, virtual, and asynchronous formats.
• Ensure onboarding experiences are consistent, high-quality, and prepare employees for success in the field.
• Build structured career pathways and upskilling curricula that strengthen internal talent pipelines.

Measurement & Continuous Improvement

• Define and track metrics for program effectiveness, engagement, and impact on performance and retention.
• Analyze learner feedback and outcomes to guide program enhancements.
• Use data to demonstrate ROI and inform ongoing optimization of learning models and content.

Team Leadership & Collaboration

• Lead and develop a growing L&D team, fostering a culture of accountability, creativity, and operational rigor.
• Collaborate cross-functionally to translate business and capability needs into actionable learning solutions.
• Manage relationships with external vendors, credentialing bodies, and educational partners as needed.

Qualifications

Required

• Board Certified Behavior Analyst (BCBA) certification
• Bachelor’s degree in Education, Organizational Development, Psychology, or a related field
• 7+ years of progressive experience in Learning & Development, Organizational Development, or related leadership roles
• Proven success building and scaling training programs across multiple learner levels
• Demonstrated experience improving learning operations and driving process efficiencies
• Strong grounding in adult learning theory and modern learning technologies (LMS, blended learning, microlearning, etc.)
• Excellent leadership, communication, and stakeholder management skills

Preferred

• Master’s degree in Learning & Development, Industrial-Organizational Psychology, or a related discipline
• Experience in healthcare, behavioral health, human services, or other people-intensive service organizations
• Experience designing training programs for credentialed, licensed, or regulated frontline roles

Core Competencies

• Strategic Thinking – Anticipates organizational needs and builds durable learning systems
• Operational Excellence – Designs scalable, efficient processes that improve quality and productivity
• Innovation – Uses data, technology, and creative approaches to enhance learning outcomes
• Collaboration – Builds trust and alignment across leadership and functional teams
• People Development – Deeply invested in the growth and success of others