At DICK’S Sporting Goods , we believe in how positively sports can change lives. On our team, everyone plays a critical role in creating confidence and excitement by personally equipping all athletes to achieve their dreams.
We are committed to creating an inclusive and diverse workforce, reflecting the communities we serve.
If you are ready to make a difference as part of the world’s greatest sports team, apply to join our team today!
OVERVIEW :
Reporting to the VP and Head of Talent, this new leadership role in Dick’s Sporting Good’s People & Purpose organization will oversee the entire portfolio of learning and development across the enterprise that includes our more than 850 stores, 5 distribution centers and strategic functions.
The Head of Learning and Development will play a pivotal role in shaping the organization's future by equipping its workforce with the skills and knowledge necessary for success.
They should be a strategic thinker, capable of reimagining how learning and development can drive business growth and innovation.
This role demands a dynamic leader who can adapt to evolving business needs and harness the full potential of modern learning methodologies and technologies.
Their mission will be to help redefine and create a progressive, enterprise-wide learning and development strategy that will ignite Dick’s Sporting Goods growth strategy.
Strategic Vision and Planning :
Partner with Key Stakeholders to develop strategic plans, processes, procedures and programs to meet the functional and leadership needs across all levels of the enterprise.
Develop and communicate a strategic vision for learning and development that is tightly integrated and aligned with overall business strategy and growth objectives.
Conduct ongoing needs assessments and anticipate future capability requirements.
Design innovative, scalable learning programs tailored to address skill gaps and business goals.
Program Development and Management :
Conduct thorough analyses on organizational capability gaps to inform the development of a strategic portfolio of learning and development across the enterprise.
Oversee the design and development of learning programs, ensuring they are engaging, effective, and aligned with business priorities.
Lead the design, delivery, and ongoing impact assessment of game-changing leadership development programs that will shape Dick’s Sporting Goods leaders of tomorrow.
Identify and implement cutting-edge learning technologies and platforms.
Develop and manage the learning and development budget effectively.
Contribute thought leadership to the creation of talent development frameworks, career paths, and succession plans.
Content and Quality Assurance :
Oversee content curation and creation, leveraging internal and external resources.
Implement data-driven approaches to measure the impact and ROI of learning initiatives, making informed decisions for improvement.
Ensure compliance with regulatory requirements and quality standards.
Collaborate with external partners, vendors, and subject matter experts to complement and expand learning offerings.
Regularly audit training practices across the enterprise to ensure the most effective and efficient delivery of the learning & development agenda to meet business needs.
Leadership and Stakeholder Engagement :
Recruit, develop, and manage a high-performing learning and development team, fostering a culture of continuous learning, innovation and engagement and emphasizing personal and professional growth.
Act as an advocate for learning and development, effectively communicating its value to all levels of the organization.
Lead change management efforts to drive adoption of new initiatives.
Collaborate with senior leadership and department heads to understand training needs.
Act as trusted advisor to business leaders by consulting in the design and facilitation of strategic meetings to ensure alignment with broader learning and development strategy.
Provide coaching and guidance to senior leaders post-assessments (e.g., 360, Hogan, New Leader Assimilation, etc.).
Stay informed about industry trends and emerging technologies, exploring innovative approaches to learning.
Foster a culture of continuous learning throughout the organization.
QUALIFICATIONS :
Master's degree in education, instructional design, organizational development, I-O psychology or related field of study
10-15 years of experience in learning and development, talent management, or a related field, preferably in progressively responsible roles within large organizations
Experience working with a dispersed, frontline workforce model (ideally more than 10k employees)
Strong leadership and team management skills, with the ability to inspire, coach, and develop a high-performing learning team
A track record of implementing innovative learning solutions, including the integration of technology and digital tools
Proficiency in using data analytics to measure the impact of learning programs and make data-driven decisions for improvement
Experience in managing relationships with external partners, vendors, and subject matter experts to expand learning offerings
Experience in creating and managing talent and leadership development programs
Strong collaboration and stakeholder engagement skills to work effectively with senior leadership and department heads
A track record of achieving measurable results and demonstrating the ROI of learning and development initiatives
The capacity to adapt to evolving industry trends and emerging technologies, staying ahead of the curve in the field of learning and development
Proven expertise in driving cultural change and organizational transformation through learning and development initiatives
Demonstrated ability to develop and execute a forward-thinking learning and development strategy aligned with business goals and industry trends
A deep understanding of and / or willingness to learn the organization's industry, competitive landscape, and business model, enabling alignment of learning strategies with broader business objectives
Excellent communication skills, both written and verbal, along with the ability to advocate for learning and development at all levels of the organization
Master's degree in education, instructional design, organizational development, I-O psychology or related field of study
10-15 years of experience in learning and development, talent management, or a related field, preferably in progressively responsible roles within large organizations
Experience working with a dispersed, frontline workforce model (ideally more than 10k employees)
Strong leadership and team management skills, with the ability to inspire, coach, and develop a high-performing learning team
A track record of implementing innovative learning solutions, including the integration of technology and digital tools
Proficiency in using data analytics to measure the impact of learning programs and make data-driven decisions for improvement
Experience in managing relationships with external partners, vendors, and subject matter experts to expand learning offerings
Experience in creating and managing talent and leadership development programs
Strong collaboration and stakeholder engagement skills to work effectively with senior leadership and department heads
A track record of achieving measurable results and demonstrating the ROI of learning and development initiatives
The capacity to adapt to evolving industry trends and emerging technologies, staying ahead of the curve in the field of learning and development
Proven expertise in driving cultural change and organizational transformation through learning and development initiatives
Demonstrated ability to develop and execute a forward-thinking learning and development strategy aligned with business goals and industry trends
A deep understanding of and / or willingness to learn the organization's industry, competitive landscape, and business model, enabling alignment of learning strategies with broader business objectives
Excellent communication skills, both written and verbal, along with the ability to advocate for learning and development at all levels of the organization
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