Director, Learning and Development

Overview

The Director of Learning and Development develops cross-functional strategic learning initiatives. Responsible for the creation, development, implementation, and execution of learning and development programs for all employees focusing on inclusive leadership.

This position is pivotal in fostering a culture of learning and growth within the organization while ensuring compliance with legal requirements and aligning learning experiences with organizational goals.

RESPONSIBILITIES (Specific areas of responsibility include but are not limited to) :

Assess learning and development needs through surveys, interviews, focus groups, and communication with leaders, focusing on cultivating the desired culture, shared values, and philosophies of the organization, with a focus on diversity, equity and inclusion (DEI).

Develop and deploy training programs, creative learning solutions, and learning objectives by researching training needs, planning content, and organizing all material, including onboarding, orientation, and skills training for employees.

Ensure programs are engaging and contemporary, assessing and adjusting their effectiveness continually.

Oversee the Workday Learning, LinkedIn Learning, Percipio, Blinkist, McLean & Co., and any other learning management systems to ensure maximum value and alignment with DEI and compliance goals.

Present training and development programs using various formats such as group discussions, lectures, simulations, and videos, with a focus on inclusion and legally required compliance topics.

Maintain records of learning and development activities, including test results, assessments, and retraining requirements, ensuring compliance with legal and regulatory standards.

This includes staying updated on relevant laws and regulations pertaining to training functions and incorporating them into program design and delivery.

Create and obtain training procedure manuals, guides, and course materials to support learning and development initiatives.

Oversee the Tuition Reimbursement and Professional Certification program, reviewing and approving requests per policy guidelines.

Track program completion and skills acquisition effectively.

Develop metrics and scorecards to assess the effectiveness of inclusion and compliance programs, comparing findings with industry benchmarks and best practices.

Develop and execute strategies for member and business resource groups, ensuring their voices are integrated into the Association’s business strategies.

Invest in leadership development within these groups as needed.

Provide assistance, advice, coaching, and consultation on cross-cultural conflicts and inclusive leadership to individuals and groups within the association.

Partner with marketing communications colleagues and third-party agencies to implement branding and communication plans that support inclusion and compliance strategies.

Monitor diversity, equity, inclusion, compliance trends, and legal developments to ensure up-to-date and effective policies and approaches.

Develop and ensure fiscal accountability for the learning and development budget, managing expenses, purchase requisitions, and forecasts.

Plan, organize, and facilitate employee learning and development events, ensuring alignment with organizational goals and values.

Conduct follow-up studies of all completed training to evaluate and measure results, provide feedback and make necessary adjustments to improve future programs.

INCLUSION :

Contribute to a respectful and inclusive team environment by welcoming and respecting others’ beliefs, backgrounds, identities, abilities, and individuality to help ensure a supportive and engaging experience for Association Members, partners, customers, and guests.

PGA of America respects the uniqueness of each employee and offers everyone the means to find their place and thrive.

SHARED VALUES :

Embody the organization's shared values and help ensure the organization's values-based culture thrives by proactively identifying and addressing any shared values challenges and opportunities you are experiencing.

SUPERVISION :

No supervisory responsibility.

FINANCIAL RESPONSIBILITY :

Responsible for assisting with the preparation and oversight of the learning budget and monitoring results.

EDUCATION AND EXPERIENCE :

Bachelor's Degree in Human Resources. Training and Development or related field, or an equivalent combination of education, training, and experience.

Seven years’ experience in designing, delivering and implementing employee development programs. Prior experience creating and delivering diversity, equity and inclusion initiatives is preferred.

Strong presentation skills.

Prior Workday Learning experience is strongly preferred.

Certified Professional in Learning and Performance (CPLP) credential preferred.

SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) or equivalent credentials preferred.

SKILLS, KNOWLEDGE AND ABILITIES :

Must have knowledge of Human Resources concepts, practices and principles. Knowledge of multimedia learning platforms and methods.

Excellent skills in verbal and written communication. Ability to design and implement effective learning opportunities. Ability to evaluate and research learning options and alternatives.

Ability to perform needs assessments and to analyze areas of strengths and weakness. Ability to present one on one and to groups.

Ability to maintain confidentiality of sensitive information with the highest level of integrity. Proven proficiency in the use of Google Workspace and HRIS systems, and learning-related software.

Ability to travel up to 5%.

This position is not eligible for immigration sponsorship.

Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of this position.

PGA does not discriminate on the basis of race, color, creed, religion, gender, age, disability, sexual orientation, national origin, citizenship, veteran status, gender identity or expression, marital or familial status, genetic information or any other characteristic protected by federal, state or local law.

In addition, to ensure full equality of opportunity in all operations and activities of the organization, every staff member employed by the PGA shall be selected under fair employment procedures that provide equal employment opportunities to all people. DFWP.