Director of Learning & Development (E&S Segment)

The Company is an equal employment opportunity employer. About the Role Director of Learning & Development (L&D) for the E&S segment is a strategic and innovative leader responsible for building and scaling learning solutions that accelerate capability development, drive business performance, and foster a culture of continuous growth. The role partners closely with segment leadership to ensure learning initiatives are tightly aligned with business priorities, talent strategies, and the evolving needs of the E&S marketplace. Responsibilities Learning Strategy & Execution Develop and lead a comprehensive L&D strategy that supports the E&S segment’s growth, transformation, and talent development goals, ensuring alignment with enterprise-wide learning frameworks while tailoring solutions to segment-specific needs. Learning Facilitation & Capability Development Apply adult learning principles to design and facilitate interactive, engaging learning experiences that drive knowledge retention and application. Build facilitation capability within E&S staff by coaching and developing their skills to deliver effective learning sessions, fostering a culture of knowledge sharing and continuous improvement. Cross-Segment Collaboration Ensure alignment on objectives, shared priorities, and seamless execution of enterprise-developed L&D programs within the E&S segment, acting as a connector between segment needs and corporate resources. Professional Development Design and deliver high-impact professional development programs that strengthen expertise and build a pipeline of ready-now talent for business-critical roles and future leaders. Technical & Functional Capability Building Partner with business leaders and SMEs to identify skill gaps and deliver targeted learning solutions that enhance Underwriting, Claims, and other core E&S capabilities. Change Enablement & Culture Activation Support organizational change initiatives through learning interventions that build agility, resilience, and alignment with the company’s values and culture. Measurement & Impact Establish metrics to assess learning effectiveness, business impact, and ROI, using data and feedback to continuously improve programs and demonstrate value to stakeholders. Qualifications 7+ years in Learning & Development or Talent Management, with 5+ years leading multi-disciplinary L&D teams and portfolios. Proven experience designing, implementing, and scaling technical and leadership development programs with measurable business impact. Experience facilitating learning programs for professional audiences and coaching others to become effective facilitators. Industry experience in E&S or broader P&C insurance strongly preferred; familiarity with underwriting, claims, and risk disciplines is a plus. Demonstrated success partnering with senior business leaders to align learning with strategy and performance goals. Established track record of effective partnership with SMEs to develop and execute program content. Experience with learning technologies, data/analytics, vendor selection/management, and program accreditation/certification. Technical Skills Proficiency with LMS/LXP platforms, content authoring tools, learning analytics dashboards, and survey/assessment methodologies. Comfort with competency/capability modeling, job architecture, career frameworks, and instructional design best practices. Skills & Competencies Strategic Agility: Translates segment strategy into focused learning portfolios and clear outcomes. Business Acumen: Understands E&S market dynamics and operational drivers; ties learning to performance and risk outcomes. Program Design Excellence: Crafts blended, scalable solutions with strong pedagogy and applied practice. Facilitation Expertise: Skilled in applying adult learning theory to create dynamic, learner-centered experiences. Capability Building: Demonstrated ability to coach and develop others in facilitation techniques. Stakeholder Influence: Aligns diverse leaders and functions; manages ambiguity and competing priorities effectively. Data-Driven Decision-Making: Uses analytics to prioritize, iterate, and demonstrate ROI. Change Leadership: Orchestrates learning that enables adoption, resilience, and behavioral shift. Inclusive Leadership: Builds equitable access to learning; promotes diverse pipelines and psychological safety. Operational Discipline: Delivers with quality, timeliness, and fiscal responsibility. Accountability: Resourceful, self‑sufficient and takes full ownership of results. Education Requirement Bachelor’s degree required; Master’s degree in HR, Education, Organizational Psychology, Business, or related field preferred. Compensation & Benefits Salary Range: $140,000 to $180,000, dependent on experience, knowledge and location. Health benefits: Medical, Dental, Vision, Flexible Spending Account, Health Savings Account, and Health Reimbursement Arrangement. Disability and Life Insurance: Short & Long Term Disability, 401(k)/Profit Sharing/Employee Stock Purchase Plan, Life/Accidental Death & Dismemberment/Travel Insurance. Paid Time Off: Vacation, Sick, Holidays, and an Employee Assistance Program. Wellness and Professional Growth: Employee wellness program, industry-related education and exams, tuition assistance. #J-18808-Ljbffr W. R. Berkley Corporation