Head of Compliance, Learning and Development

The Director of Learning & Talent Development leads talent development, learning strategy, performance management, leadership development, and career development for HSO US. This role partners closely with HR Business Partners, business leaders, global Talent and AI enablement partners, and the broader HR leadership team to align people strategies with business outcomes across all service lines. The Director drives a culture of continuous learning, leadership readiness, employee growth, and organizational effectiveness while ensuring development programs are scalable, practical, and aligned to business priorities.

As the Director of Learning & Development, you can expect to…

Develop and implement a forward-looking learning and development strategy aligned with HSO US business goals, workforce needs, and talent priorities.

Design scalable learning programs that address technical, professional, leadership, and role-based development needs across the organization.

Partner with HSO Academy, subject matter experts, business leaders, and external vendors to deliver high-impact training experiences.

Ensure employees have access to relevant learning resources at the right time to support growth, readiness, career mobility, and business priorities.

Maintain and evolve learning paths and curricula based on employee feedback, manager input, program outcomes, and changing business needs.

Partner with HRBPs to help employees understand and apply the Career Framework, professional competencies, and leadership competencies, including expectations for growth, readiness, and promotion decisions.

Performance Management & Talent Development

Own and continuously enhance the performance management process, including goal setting, reviews, calibration, manager enablement, and talent development activities, ensuring the process aligns with business needs and supports stronger organizational performance.

Guide HRBPs and managers in facilitating mid-year and annual performance review processes with consistency, clarity, and accountability.

Identify high-potential talent and skill gaps and launch targeted development initiatives, including mentoring, stretch assignments, and role-based development opportunities.

Ensure performance management practices drive growth, accountability, recognition, and meaningful performance conversations across the organization.

Partner with team leaders and global partners to develop, maintain, and improve Career Development Pathways that support employee growth and internal mobility.

Design and deliver impactful learning resources and development programs that equip managers and coaches to provide effective career guidance, meaningful feedback, and practical support for employee growth.

Leadership Development & Succession Planning

Embed HSO's leadership development framework into key people processes, including recruiting, onboarding, performance management, promotion, compensation, and succession planning.

Create and execute practical plans to identify high performers, high-potential talent, and successor candidates across the organization in partnership with HRBPs and business leaders.

Develop and monitor individualized development plans for high-potential employees and successor candidates, ensuring plans are aligned to future role requirements and business needs.

Facilitate talent review processes to ensure high-potential employees are visible to the ELT, appropriately retained, positioned in growth roles, and supported with meaningful development opportunities.

Monitor leadership pipeline health, succession readiness, and retention risk to help ensure the organization has the talent needed to support future growth.

Partner with service line leaders to align learning, development, and performance priorities with business needs.

Collaborate with Resource Management and Talent Acquisition on workforce planning, internal mobility, onboarding, and skill-building priorities.

Maintain strong communication with the SVP, HR and executive leadership team on talent development priorities, risks, progress, and outcomes.

Deliver and report on QPR expectations, outcomes, and related talent development commitments.

Support Microsoft partner program skilling initiatives that help HSO meet partner designation, specialization, competency, and certification‑related requirements.

Partner with HSO Academy and global enablement stakeholders to improve reporting, data accessibility, and visibility into Microsoft learning progress and program outcomes.

Support adoption of Microsoft skilling resources and learning platforms, including Microsoft ESI, LevelUp, Microsoft Titan Skilling Academy, and Partner Center reporting, where applicable.

Work with business leaders, HRBPs, HSO Academy, and global partners to embed AI capability expectations into learning, career development, performance management, and workforce planning processes.

Measurement & Continuous Improvement

Establish metrics to assess the impact of learning, talent development, performance management, leadership development, and AI capability initiatives.

Track training completion, performance trends, engagement outcomes, retention indicators, AI competency progress, and other relevant business and workforce metrics.

Continuously improve programs based on data, feedback, business priorities, and emerging best practices.

Ensure compliance with mandatory training requirements and support the rollout of relevant policy updates.

Building trust and credibility with leaders and employees through strong relationships, sound judgment, and consistent follow-through

Applying HR policies and practices consistently while tailoring guidance to real‑world business scenarios

Analyzing people data and trends to proactively identify risks, opportunities, and solutions

Managing multiple priorities with strong organization, attention to detail, and a solution‑oriented mindset

Partnering cross‑functionally with HR Operations, L&D, Resource Management, and leadership teams to drive cohesive outcomes

Acting with integrity and accountability while handling confidential and complex employee matters

Bachelor’s degree in Human Resources, Organizational Development, Learning & Development, Business Administration, Education, or a related field required; 10+ years of progressive experience in Learning & Development, Talent Development, Organizational Development, HR Business Partnership, or related HR leadership roles.

Proven experience designing and executing learning strategies, leadership development programs, career development resources, and scalable training solutions aligned to business priorities.

Strong experience leading performance management processes, including goal setting, reviews, calibration, talent development, and manager enablement.

Demonstrated experience supporting talent reviews, succession planning, high‑potential employee identification, and development planning.

Experience managing, coaching, or mentoring HRBPs, L&D professionals, or other HR team members.

experience in a consulting, technology services, systems integrator, or Microsoft partner environment strongly preferred.

Familiarity with the Microsoft channel preferred, including an understanding of Microsoft Dynamics 365, Data & AI, Power Platform, Azure, or related solution areas.

Experience partnering with senior leaders and cross‑functional teams to align learning, talent, and workforce priorities with business outcomes.

Strong ability to use data, feedback, and business metrics to assess program effectiveness and continuously improve talent development initiatives.

Experience with performance management systems required; Benefits include generous paid time off, medical, dental and vision coverage, flexible spending accounts, a health reimbursement account, and a 401(k) plan with company match.