Sr. Director, Learning and Career Development

Job Purpose:

The Sr. Director, Leadership & Career Development is part of the Org Effectiveness and Talent Management COE, reporting to VP and will be responsible for driving leadership and career development initiatives across the organization. This role will initially focus on establishing Retail programs with priority focus on a multi-unit leadership activity, implementing coaching and mentoring programs, reviewing and designing career paths for retail roles, enhancing onboarding content for new leaders. Establish strong relationships with key stakeholders to ensure that the field operating model is implemented as designed.

Location: Newton, MA/Hybrid

Duties & Responsibilities:

Leadership Development Programs

• In partnership with VP Org Effectiveness and Talent Management and SVP Strategic HRBP develops the vision for leadership and career development.
• Collaborate with HR COE /HRBP and Field/Op Services colleagues to assess, co-create and innovate leadership development needs and effectiveness.
• Establish Leadership Programs (e.g., Rising Multi-Unit Leaders) aimed at cultivating and accelerating the pathway of future leaders.
• Establish metrics of success and validation.

Career Pathing & Internal Mobility Strategy

• Develops clear career pathways that outline growth opportunities across roles and functions ensuring alignment with organizational goals and team member aspirations.
• Works with Talent Acquisition, HR, and business leaders to provide transparency to internal talent pools and drive internal career mobility.
• Equip managers with career coaching resources and tools to guide team members.
• Advocates for equitable access to career development opportunities across diverse talent groups.

Coaching, Training & Development Programs

• Aligns leadership development with organizational goals and cultural values.
• Implement coaching and mentoring programs designed for leaders to enhance their capabilities and drive team performance.
• Designs custom coaching and training programs for leaders at different career stages.
• Facilitates leadership workshops, coaching sessions, and career development forums.
• Leverages technology (LMS, talent development platforms) to scale leadership and career programs.

Succession Planning & Leadership Readiness

• Partners with COE/HRBPs and stakeholders to build a succession pipeline for critical roles.
• Uses HR analytics and talent assessments to track leadership readiness and inform talent actions/decisions.
• Develops experiential learning opportunities, such as stretch assignments and cross-functional projects, to prepare future leaders.

Cross-Functional Collaboration, Stakeholder Management & Influence

• Inspire and motivate teams to navigate challenges and ambiguity, reinforcing the vision for leadership development and maintaining focus on objectives.
• Partners with HR COE, HRBPs and other stakeholders to ensure leadership and career development efforts align with business needs.
• Works with field training and deployment teams to adopt and embed leadership and career development.

Industry and Peer Insights

• Foster a culture of continuous learning, improvement, and innovation within the organization.
• Serves as a thought leader on leadership trends, career management strategies, and workforce development.
• Establish leadership and learning peer network and understand industry trends and innovations.

Qualifications (Education & Experience):

• Proven and recent experience in leadership development, talent management, and workforce development in a retail multi-unit leadership role.
• Bachelor’s Degree (or higher) preferred
• Function as a player coach with the ability to both lead the vision and provide hands on expertise to guide the team.
• Strong strategic thinking and project management skills, with the ability to manage in dynamic environments.
•  Excellent communication, the ability to influence and the people skills, with a talent for building strong relationships.
• Highly collaborative spirit, with dedicated team and interpersonal skills with ability to work effectively with all levels of the organization and with diverse groups of people.
• Experience and success developing processes and program from start to finish.
• Strong computer skills and experience with Microsoft Office Suite

Working Conditions:

• This position is based in our STL or Boston Support Center.   Travel required as needed.

Physical Requirements:

• While performing this job, the incumbent is regularly required to stand, sit, talk, hear, & use hands and fingers to operate keyboards

Direct Reports:

• This position will have 3 direct reports.

Equal Opportunity Employer: Disabled/Veterans

Competitive Pay $177,243- $248,140 annually.

The actual pay offered will be determined by multiple factors, including but not limited to the candidate’s relevant experience, job-related knowledge, skills, and geographical location. Individual compensation decisions are dependent upon the facts and circumstances of each position and candidate.