Director of HR - Learning, Development, and Organizational Effectiveness (In-Office)

The Director of Human Resources - Training, Development, and Organizational Effectiveness is responsible for designing and executing enterprise-wide talent, learning, operational excellence, and organizational effectiveness initiatives that support business growth and elevate the employee experience. Job Details The Director of Human Resources - Training, Development, and Organizational Effectiveness is responsible for designing and executing enterprise-wide talent, learning, operational excellence, and organizational effectiveness initiatives that support business growth and elevate the employee experience. This leader reports to the Executive Vice President of Human Resources and works with the EVP to drive the company's learning and development strategies while also incorporating operational consistency across all HR functions through standardized processes, project management, and change management. Essential Duties And Responsibilities Partner with the Executive Vice President of Human Resources to develop and execute the organization's strategy for learning, leadership development, talent management, and organizational effectiveness. Design onboarding, leadership development, technical, functional, compliance, and professional development programs for field and corporate employees using instructor-led, virtual, e-learning, and self-paced learning solutions. Develop enterprise learning curricula, competency models, career pathways, and development frameworks, while measuring program effectiveness through business outcomes and performance metrics. Lead and execute the creation and maintenance of initiatives that strengthen organizational culture, employee engagement, inclusion, collaboration, and organizational effectiveness. Create and maintain processes around talent management initiatives including succession planning, leadership pipeline development, career pathing, talent reviews, workforce planning, and Individual Development Plans (IDPs). Partner with HR Business Partners and business leaders to assess organizational capability gaps and implement targeted talent and development strategies. Develop, standardize, and continuously improve HR processes, templates, workflows, SOPs, and operations to drive consistency, efficiency, and compliance. Lead project management for enterprise HR technology initiatives, including HRIS, Learning Management Systems (LMS), performance management, talent management, and other strategic system implementations. Drive organizational change management by developing implementation strategies, communication plans, stakeholder engagement, and adoption initiatives for business transformations and technology implementations. Partner with leaders to enhance organizational design, leadership effectiveness, employee development, and an inclusive, high-performing workplace. Establish and monitor key performance indicators (KPIs) and dashboards to evaluate learning effectiveness, employee engagement, talent development, succession readiness, leadership bench strength, and organizational health. Skills And Competencies Brings a high-energy, relationship-focused approach with the resilience to thrive in dynamic environments. Demonstrated success in leadership development, succession planning, organizational change, and HR transformation initiatives. Experience with HR technology implementations and large-scale cross-functional projects. Strong understanding of instructional design, adult learning principles, organizational development, and talent management. Excellent executive communication, facilitation, coaching, and presentation skills. Proven ability to influence leaders and drive results in a collaborative environment. Strong analytical, strategic planning, organizational, and project management capabilities. Qualifications Bachelor's degree in Human Resources, Organizational Development, Business Administration, Education, Psychology, or a related field 8+ years of progressive Human Resources experience 2+ years of experience with significant responsibility in learning and development, organizational effectiveness, and/or talent management. Experience in an organization with a large non-exempt workforce, preferably in a matrixed, multi-location business. Classification Full-Time, Salaried, Exempt KemperSports Management is an Equal Opportunity Employer What We Offer Pay Range: $110,000 - $130,000 annually (commensurate with experience and qualifications) A highly collaborative, solution-focused, and fast-moving team culture Comprehensive health, dental, and vision benefits Life insurance and Disability Retirement and 401(k) match Paid time off and sick time and volunteer time EAP Resources Other discounts And More #J-18808-Ljbffr KemperSports