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Description:

The Senior Director, Learning & Development sets the enterprise learning strategy and designs, develops, and delivers learning programs that build capability, reinforce company values, and strengthen a culture of safety across the organization. The role owns the full learning lifecycle—from instructional design and delivery across in-person, remote, online, and AI-enabled modalities to the infrastructure, metrics, and budget that sustain it. This role also designs and administers the company's annual performance management cycle and the technology that supports it. A central near-term priority is scaling the use of AI in learning, including delivering at least 15 AI-enabled learning experiences for employees within the first year. The Senior Director partners with business leaders and HR peers, and serves employee populations across both English- and Spanish-speaking audiences. Success in this role requires experience in a manufacturing environment and in large, matrixed organizations, delivering learning solutions that fit the realities of a fast-moving operational workforce.

Key Responsibilities:

Learning Strategy & Program Design

Set the enterprise learning and development strategy, roadmap, and annual program plan aligned to business priorities and workforce capability needs.
Design, develop, and deliver core enterprise programs, including onboarding basics, management and leadership skill development, company values, and safety and security training.
Build targeted skill-development curricula in areas such as problem solving, AI fluency, and communications.
Support business-unit-specific skill development needs using internally developed content or by contracting with and managing third-party providers for delivery.
Research learning and development best practices and bring new ideas, methods, and strategies to HR leadership for consideration. Performance Management
Design and administer the company's annual performance management cycle, including goal setting at the start of the year in alignment with company strategy, manager check-ins, mid-year performance checkpoints, and year-end evaluations.
Define the process, guidance, timelines, and manager and employee resources that drive a consistent, high-quality performance experience across the enterprise.
Own the technology design supporting the performance management cycle, defining system requirements and partnering with HR and IT to configure, launch, and maintain the supporting tools.
Track participation, completion, and quality indicators across the cycle, and continuously improve the process based on feedback and outcomes. Instructional Design & Delivery
Apply instructional design expertise across delivery modalities—in-person classroom, remote/virtual instructor-led, self-paced online, and AI-enabled learning experiences.
Develop learning content grounded in adult learning principles, measurable objectives, and consistent quality standards.
Ensure programs and materials are effective across both English- and Spanish-speaking employee populations, including translation and localization as needed. AI-Enabled Learning
Champion the use of AI to enhance learning design, delivery, personalization, and scale.
Deliver at least 15 AI-enabled learning experiences for employees within the first year, and establish a repeatable model for developing more.
Evaluate and pilot emerging AI learning tools and platforms, defining standards for quality, accuracy, and responsible use. Infrastructure & Operations
Own the learning and development infrastructure, including the learning management system (LMS), course curriculum, classrooms, supplies, and the enterprise course schedule.
Identify, certify, and support instructors, and maintain a qualified pool of internal and external facilitators.
Manage vendor relationships, contracts, and quality standards for externally delivered content. Measurement & Budget
Design, develop, and track indicators that show the scope, reach, and effectiveness of learning programs, including participation, completion, learner proficiency, and business impact.
Report on program outcomes and return on investment to HR and business leadership.
Develop and manage the learning and development budget, ensuring programs are delivered cost-effectively and within plan.

Required Qualifications:

Bachelor's degree in Human Resources, Education, Instructional Design, Organizational Development, or a related field.
At least 10 years of progressive experience in a learning and development role, including learning strategy, program design, and delivery.
Demonstrated instructional design experience across in-person classroom, remote/virtual, online/self-paced, and AI-enabled learning.
Familiarity with using AI to support and scale learning and development programs.
Experience owning learning infrastructure, including learning management systems (LMS), curriculum, and instructor certification.
Proven ability to define and track learning metrics that demonstrate program scope and effectiveness.
Experience designing and administering enterprise performance management cycles and the technology that supports them.
Demonstrated ability to manage programs to a defined budget.
Ability to work effectively across English- and Spanish-speaking employee populations.
Proven ability to work effectively with business leaders and HR peers.
Experience in a manufacturing environment, with an understanding of the learning and development needs of an operational workforce.
Experience working in large, matrixed organizations and delivering programs across complex reporting and decision-making structures.
Based on-site in Columbus, OH or Minneapolis, MN, with the ability to travel up to 25%.

Preferred Qualifications:

Master's degree in a related field, or professional certification (e.

g., ATD

CPTD, SHRM-SCP

Professional fluency in both English and Spanish.
Experience deploying or administering modern LMS and learning-experience platforms.
Familiarity with change management methodologies (e.g., Prosci/ADKAR).
Experience selecting and managing third-party learning vendors and content providers.

DISCLAIMER

The statements above are intended to describe the general nature and level of work being performed. They are not an exhaustive list of all responsibilities, duties, or skills required. Forgent Power reserves the right to modify, interpret, or apply this job description as needed.

EQUAL EMPLOYMENT OPPORTUNITY STATEMENT

Forgent Power is an equal opportunity employer. We are committed to creating an inclusive environment for all employees. Employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other protected class. #LI-KW1

Requirements:

Equal employment opportunity, including veterans and individuals with disabilities. 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Sr. Director, Learning and Development