The Learning & Development (L&D) Director is a core member of the talent management leadership team, bringing visionary yet relevant thought leadership to create exceptional employee experiences. The L&D Director leads and empowers a team of specialists to provide a broad range of programs and services, supporting organizational, team, and individual capability development across the enterprise.

Reports To: VP Talent Management | Span of Control: Leader of Leaders | Banding: 3B |

Located in/near Toledo; partnership with HR Leadership Team and Executive Committee members is a frequent part of this role, and attendance in-person is critical to the connection and collaboration needed for success.

RESPONSIBILITIES

• Build and maintain strong enterprise connections to know and understand business conditions and needs, collaborate effectively, gather feedback and diverse perspectives, and influence strategies as a thought leader
• Create, align, and effectively cascade talent management strategies that create exceptional employee experiences and develop capability to support sustainable business success
• Lead and empower a team of L&D leaders, leads, and/or specialists, to create and execute strategies across a variety of areas including but not limited to:
  • Leadership Development – Portfolio of bespoke and on-demand services and programs including but not limited to leadership pipeline and leadership team development, executive coaching, and coaching capability development
  • Enterprise Development – Development experiences elevating capability across the organization in areas including but not limited to inclusion & diversity, organization design, change management, human-centered design, team development
  • Functional Development – Consultation on organization and learning design that drive growth and productivity, improve organization effectiveness, and build capability across manufacturing, science and technology, marketing, sales, and corporate functions
  • L&D Enablement – Technology and systems support for career development, learning experiences, and performance management processes
• Prioritize and allocate resource (funding and team capacity) across L&D areas based on organizational need and scale of anticipated impact to business success
• Foster an environment of inclusion and growth within the L&D team through approaches to individual coaching and development, team development, and team management systems
• Partner closely with global talent management teams for support and alignment of strategies where appropriate, to ensure cultural awareness, and to continuously develop and share best practices
• Lead by example in bringing outside-in diverse thinking to L&D and talent management, continuously growing and developing self and others through formal and informal experiences and resources

CORE CAPABILITIES

The complexity of this team requires a leader adept at prioritizing and decision-making in a human-focused way, balancing connection/ideation with evaluation/action.

Works Horizontally: Delivers enterprise strategy by partnering across businesses, functions, and geographies. Coordinates sharing of resources and talent across teams to accomplish company priorities. Leverages a deep understanding of the organization’s networks, customers, and influencers to plan communications, gain stakeholder buy-in, and build consensus.

Develops High-Performing Teams: Invests deeply in the growth and success of others. Challenges team to set ambitious objectives and develop capabilities, providing coaching and feedback to accelerate growth. Empowers team to make decisions and provides meaningful challenges.

Competitively Drives Results: Sets the highest standard for what we can achieve: we are here to win, not just compete. Leverages management systems to execute ambitious plans and adjusts as needed. Creates a shared sense of urgency. Pursues rapid results balancing diverse work styles and global schedules.

Connects the Dots: Brings together multiple information sources to make evidence-based decisions. Seeks to understand and solve complex problems. Leads through ambiguity, applying critical thinking to make the best choice based on what is known. Balances practical and theoretical approaches when making decisions.

REQUIREMENTS & QUALIFICATIONS:

Ten (10) or more years professional experience demonstrating the following:

• Business or L&D consultation, internal or external, customized to meet individual or customer and organizational needs, resulting in success
• Business acumen across multiple industries and/or global regions
• Relationship management; stakeholder coaching and influence
• Continuous learning and development of self, through formal or informal experiences and resources

Five (5) or more years professional experience leading others (formal or informal) and demonstrating results with the 4 identified core capabilities.

Bachelor’s and/or Master’s degree in Business or Organizational Leadership preferred

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