Director, Organizational Development & Learning

This leader will architect the company's Learning & Development strategy while integrating organizational development, leadership capability building, and talent development into a unified system that accelerates business performance.

The Director will partner closely with executive leadership, People Business Partners, and functional leaders to diagnose organizational needs, strengthen leadership capability, and build scalable systems for performance, growth, and internal mobility.

As HighLevel continues to scale as a AI‑forward company, this leader will bring strong curiosity about AI and modern digital tools and explore how they can accelerate learning and support rapid organizational evolution. A key expectation is helping leaders and teams adapt mindsets, behaviors, and capabilities as AI increasingly augments how work is performed and how roles evolve across the organization. The role will rethink how development, leadership capability, and organizational effectiveness are built in an AI-enabled environment.

1. L&D Strategy & Charter Development

• Define and own the Learning & Development charter, vision, and multi-year roadmap, aligned with business priorities and the growth strategy.
• Position L&D as a strategic lever for performance, engagement, and organizational health.
• Establish governance, operating models, and success metrics for all learning initiatives.

2. Organizational Development (OD)

• Lead OD initiatives, including organisational diagnostics, capability modelling, culture interventions, and change management.
• Embed learning into change programs, transformations, and scaling efforts.
• Help the organization prepare for the future of work by supporting leaders and teams in adopting AI-enabled ways of working.
• Partner with leaders to identify how emerging technologies may reshape roles, workflows, and capability requirements.
• Design interventions that help teams adapt their mindsets, behaviors, and collaboration patterns as technology evolves.
• Promote a culture of curiosity, experimentation, and continuous capability development.

3. Talent Management Integration

• Partner with Talent and People teams to align L&D with:
  • Performance management
  • Career architecture and progression
  • Leadership pipeline and succession planning
  • Key and critical talent development
• Design leadership and manager development programs that support current and future capability needs.

4. Leadership & Capability Development

• Design and scale leadership development programs across levels (new managers, senior leaders, executives).
• Build functional and capability programs aligned to business outcomes.
• Enable managers as coaches through targeted enablement and toolkits.

5. Learning Experience Design & Delivery

• Oversee the design of blended learning experiences (VILT, digital, cohort-based, on-the-job).
• Ensure adult learning principles, real-world application, and measurable impact are embedded in all programs.
• Leverage internal SMEs and external partners strategically.

6. Learning Technology & Infrastructure

• Own and evolve the learning technology ecosystem including LMS/LXP platforms, content systems, and learning analytics.
• Explore and experiment with AI-powered tools that enhance learning design, knowledge discovery, leadership development, and organizational insight.
• Evaluate how AI and emerging technologies may impact skills, roles, and organizational capability needs.
• Partner with leaders and teams to build AI literacy and digital capability across the organization.
• Ensure strong data integrity, reporting, and actionable learning insights.

7. Measurement & Business Impact

• Define and track learning effectiveness using KPIs tied to performance, behavior change, and business results.
• Use analytics and feedback loops to continuously refine programs.
• Communicate impact and insights to executive stakeholders.

8. Team Leadership & Capability Building

• Build, lead, and develop a high-performing L&D team (internal and vendor partners).
• Establish clear roles, career paths, and capability standards within the L&D function.
• Foster a culture of innovation, experimentation, and excellence.

• Bachelor’s degree required; Master’s / MBA preferred.
• Certifications in OD, L&D, coaching, or change management (e.g., CPTD, ATD, ICF, Prosci) are a plus.
• 12+ years of progressive experience in Learning & Development, Organizational Development, and/or Talent Management.
• Proven experience building or transforming L&D functions in high-growth, global, SaaS or product-led organizations.
• Demonstrated curiosity and experimentation with AI tools and emerging technologies, and the ability to translate these capabilities into practical applications for learning, leadership development, and organizational change.
• Experience helping organizations adapt to new technologies, ways of working, and capability shifts through structured change and development programs.
• Strong track record of partnering with senior leaders and influencing at the executive level.
• Deep expertise in:
  • L&D strategy and operating models
  • Organizational development and change management
  • Leadership development and succession planning
  • Talent and performance ecosystems
• Experience designing job architectures, competency frameworks, or career paths (strong plus).
• Data-driven mindset with the ability to connect learning outcomes to business impact.
• Strategic thinker with strong execution discipline.
• Systems-level thinker who connects learning, talent, culture, and performance.
• Comfortable operating in ambiguity and building from zero to scale.