Vice President, Learning and Development

Vice President, Learning and Development Job Locations: US-CA-Newport Beach; US-AZ-Phoenix; US-CA-San Mateo. Overview SRG Residential is seeking an experienced Vice President of Learning and Development to support our growing platform. This is a hybrid position that can be based in Newport Beach, CA; San Mateo, CA; Phoenix, AZ; or Indianapolis, IN. Sares Regis Group Residential of Newport Beach, California is a privately held real estate development, investment and management firm focused on multifamily communities in the western U.S. Since its founding in 1993, SRG Residential has developed and acquired more than $7 billion in commercial and residential assets, managing a portfolio of approximately 42,000 apartment units. Job Summary The Vice President of Learning and Development is a strategic leader responsible for the overall management of the company’s learning and development programs, policies, and initiatives, with significant involvement in both property operations and corporate functions. The role designs, implements, and continuously evolves training and employee development strategies that drive business performance, leadership capability, and alignment with company objectives, culture, and operational standards. Supervisory Responsibilities This position directly supervises the Learning Manager and indirectly manages subordinate staff. Responsibilities include interviewing, hiring, training employees; planning, assigning, directing work; appraising performance; rewarding and disciplining employees; addressing complaints; resolving problems; developing staff; and building a strong pool of resources. Essential Duties & Responsibilities Strategic Leadership & Vision Develop blended learning approaches, including instructor‑led training, virtual learning, e‑learning modules, mentoring, coaching, and field‑based training initiatives. Define and execute a holistic learning and development strategy aligned with business priorities and long‑term organizational goals. Serve as a trusted advisor to leadership on learning, capability gaps, leadership readiness, and talent development trends. Anticipate future skill needs and build proactive learning solutions that support growth, transformation, and innovation. Embed learning as a core cultural pillar, promoting continuous development and performance excellence across the organization. Partner with senior leaders, HR teams, and functional heads to align learning initiatives with organizational needs and performance outcomes. Corporate Training Governance & Execution Establish and oversee a standardized corporate training program framework across all functions, ensuring consistency in design, delivery, and learner experience. Define enterprise training standards, including curriculum structure, certification pathways, facilitator expectations, and quality benchmarks. Develop and maintain a centralized corporate training curriculum, including leadership development, functional training, and corporate initiatives. Ensure alignment of all corporate training programs with business priorities, operational processes, and company policies. Oversee enterprise‑wide training calendars, program rollout schedules, and coordination across departments. Partner with business leaders to identify corporate training needs tied to strategic initiatives, system implementations, and organizational changes. Implement governance processes to ensure consistency in content creation, updates, and version control across all corporate training materials. Drive standardization of facilitator‑led, virtual, and digital learning experiences across corporate programs. Establish certification and credentialing programs where applicable. Multifamily Learning Program Design & Delivery Oversee the design, implementation, and evaluation of enterprise‑wide learning programs, including: Property operations functional and technical skills training Professional and core skills development New‑hire onboarding and early‑career programs Career pathways and succession enablement Compliance‑based training Ensure learning solutions are scalable, inclusive, and accessible across diverse employee populations. Identify learning principles, blended learning approaches, and emerging methodologies such as experiential, cohort‑based, and digital learning. Translate business challenges into clear learning objectives and measurable development solutions. Formulate training policies, programs and schedules based on identified training needs, including changes in business rules, technology systems, new product roll‑outs, procedures, services, and Fair Housing regulations. Responsible for updating and maintaining the SRG Residential policy & procedure, and forms manual. Measurement, Analytics & Continuous Improvement Establish success metrics to assess the effectiveness, ROI, and business impact of learning initiatives. Leverage data and insights to guide decision making, prioritize investments, and continuously improve program quality. Monitor engagement, skill progression, and leadership readiness to inform future learning strategies. Regularly report progress, outcomes, and strategic insights to executive stakeholders. Learning Technology & Innovation Own the learning technology ecosystem, including LMS, content platforms, and learning analytics tools. Evaluate and implement innovative technologies and digital learning solutions to enhance learner experience and scalability. Partner with IT and vendors to ensure seamless integration, data integrity, and user adoption. Stay informed on market trends, best practices, and emerging learning technologies. Team Leadership & Capability Building Lead, mentor, and develop a high‑performing learning and development team. Establish clear goals, performance expectations, and career paths for learning professionals. Foster a culture of collaboration, innovation, and continuous improvement within the learning organization. Ensure the learning team has the skills, resources, and capabilities to deliver against evolving business needs. Execute strategic vision for Learning & Development. Education and Experience Must have 10 years of managing a Learning and Development team. Prefer 5 years of multifamily operations experience. Prefer Bachelor's Degree. Other Qualifications Proficient in Microsoft Word, Excel, Outlook, Power Point, Adobe Acrobat, and Windows Operating Systems. Extensive working knowledge in software applications used by property management (Yardi Voyager required, One‑Site preferred). Valid driver's license and current automobile insurance. Able to travel up to 25% of the time. Able to get along well with others and work independently. Compensation Salary range is $170,000 – $220,000 (based on experience and location) plus bonus potential. We offer a competitive compensation package that includes a 401(k) match, medical, dental, vision, other voluntary benefits, and vacation accrual. Sick time accrual is provided in accordance with law. Equal Opportunity Statement

EQUAL OPPORTUNITY EMPLOYER.