Executive Director, Global Learning

Job Responsibilities

Strategic Leadership & Partnership

• Serves as the enterprise thought leader and senior advisor on learning, translating company strategy and workforce priorities into a multi-year global learning agenda.
• Partners with senior business and HR leaders to identify critical capability gaps, align learning priorities and secure commitment to enterprise solutions.
• Develops and executes strategies and functional objectives for Global Learning in line with company strategic priorities.
• Represents the organization in relevant external forums and uses broad internal and external networks to bring forward industry practices, emerging technologies and innovative solutions.

Enterprise Learning Strategy & Governance

• Sets priorities, allocates resources, establishes policies and plans, and owns the Global Learning budget and investment portfolio.
• Establishes enterprise governance, standards and decision rights for learning management, clarifying accountabilities across the center of excellence, customer-facing learning teams, business functions, HR and external partners.
• Anticipates present and future capability needs by integrating business strategy, workforce trends, performance data and stakeholder priorities.
• Defines enterprise measures for learning effectiveness, adoption, capability growth and business impact; uses results to adapt strategy, investments and delivery.

Learning Portfolio Technology & Innovation

• Sponsors and oversees the global learning model, including scalable curricula and a standardized catalogue review cycle.
• Directs the design, development, procurement, delivery and evaluation of learning products and services that enable employees to perform effectively.
• Owns the enterprise learning technology and digital enablement roadmap, applying AI, data and emerging tools while maintaining quality, compliance and accessibility standards.

People Leadership & Operating Model

• Directs the activities of the Global Learning area through leaders and senior professionals, with accountability for performance, capacity, resource allocation and delivery.
• Builds an effective global operating model that balances enterprise consistency with the needs of business units, functions and geographies.
• Sets clear goals and decision rights, develops leadership capability and succession depth, and holds leaders accountable for measurable outcomes.
• Creates an environment for collaboration, experimentation, learning and skill-building while managing risk and maintaining execution discipline.

Critical Skills

• Comprehensive knowledge of adult learning, capability building and relevant internal and industry standards and principles.
• Strong business acumen and an in-depth understanding of business dynamics, with the ability to integrate Global Learning priorities across business units and functions.
• Ability to make high-quality decisions with significant long-term impact and to balance enterprise priorities, customer needs, financial constraints and risk.
• Ability to synthesize complex information and data into clear insights, investment choices and recommendations for senior executives.
• Executive-level influence and communication skills, including the ability to challenge constructively, navigate conflicting viewpoints and build alignment without relying on authority.
• Demonstrated ability to lead a global portfolio, budget, vendors and interdependent initiatives through a complex matrix organization.
• Ability to lead through ambiguity and change, anticipate downstream implications, and adapt plans as business needs evolve.

Key Behaviors

• Proactively solves challenges and mitigates risks.
• Communicates effectively with all levels of the organization.
• Thinks like the customer to anticipate and clarify needs and sets clear expectations with stakeholders.
• Partners cross-functionally to align and deliver on interdependent outputs, seeking varied perspectives to improve results.
• Shows up prepared, engaged and with solutions.
• Balances customer needs with team capacity and budget and coaches leaders on expectation-setting and issue management.
• Aligns cross-functional partners and manages conflicts constructively to improve collective results.
• Clarifies team priorities, scope and trade-offs, removes barriers and provides timely, performance-based recognition.

Additional Qualifications

• Bachelor's degree in Human Resources, I/O Psychology, Education, Business or a related field required; graduate degree preferred.
• 10+ years of progressively responsible related experience, including at least 3-4 years of management experience and substantial leadership responsibility in a global, matrixed organization.
• Demonstrated experience leading an enterprise learning function or a comparably broad capability portfolio, including strategy, governance, budget, technology and measurement.
• Proven ability to influence senior executives and translate enterprise strategy into scalable programs and measurable business outcomes.
• Experience working in a large, complex global organization with an HR center of excellence operating model.
• Strong personal presence, self-awareness, learning agility and customer orientation.
• Advanced proficiency with learning technology (Cornerstone is a plus), data and productivity tools.
• Ability to travel domestically and internationally, approximately 25%.