Director, Learning & Development

• Define the Leadership Architecture: Design, implement, and govern a globally consistent Leadership Competency Framework that defines expected behaviors, skills, and mindsets for all management levels (Manager to Executive)
• Flagship Program Ownership: Own the strategy, curriculum design, and delivery model for the company's most critical leadership programs, including the High-Potential (HiPo) identification process and Executive Readiness curriculum
• Cultural Integration: Partner with the P&C team as a whole to embed inclusive leadership practices, cross-cultural competence, and global mindset development into all learning initiatives
• Vendor Management: Select, manage, and hold accountable external vendors (e.g., executive coaches, academic institutions, consultants) to deliver world-class content that is scalable and impactful across different regions
• Succession Planning Alignment: Closely partner with HR Business Partners and Senior Leadership to align development programs directly with the strategic workforce plan and succession gaps for critical roles
• Executive Coaching Strategy: Develop and manage the firm-wide policy and pool of external and internal executive coaches, ensuring alignment of coaching goals with strategic performance objectives
• Global Scalability: Design development initiatives that can be deployed effectively and equitably across diverse global regions, leveraging a blended learning model (virtual, in-person, micro-learning)
• Content Innovation: Drive the adoption of modern learning technologies including AI-enabled coaching, personalized learning journeys, augmented reality training) to enhance engagement and effectiveness
• Impact Measurement (ROI): Establish rigorous metrics (KPIs) and evaluation methodologies (e.g., Kirkpatrick Levels 3 & 4) to demonstrate the measurable impact and Return on Investment (ROI) of all leadership development programs
• Talent Analytics: Utilize data from performance reviews, 360° feedback, engagement surveys, and attrition to proactively diagnose organizational capability gaps and inform future development strategy

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field
• Master's degree in Organizational Development or MBA strongly preferred
• 10+ years of progressive experience in Talent Management, Learning & Development (L&D), or Organizational Development
• At least 5 years leading a global function or large team
• Deep, demonstrable expertise in the design, implementation, and evaluation of senior-level Leadership Development and High-Potential programs in a complex, matrixed, and global organization
• Strong business and financial acumen with the proven ability to translate business strategy into actionable talent development initiatives
• Exceptional communication, influencing, and stakeholder management skills, with proven success presenting to and advising executive leadership
• Excellent interpersonal and communication skills with the ability to influence and build strong relationships at all levels
• Ability to work independently while collaborating with global P&C colleagues
• Strong organizational and project management skills, with the ability to manage multiple priorities
• Culturally sensitive and experienced in working across diverse, multinational environments
• Fluency in English required
• Certification in a recognized coaching methodology (e.g., ICF, Marshall Goldsmith)
• Proficiency with Talent Management platforms (e.g., Workday, SuccessFactors) and Learning Management Systems (LMS)
• Certification or deep experience with major competency/assessment tools (e.g., Korn Ferry, Hogan, MBTI)
• As well as Leadership tools such as Covey and Lecioni
• Experience with automation and/or AI tools such as chatGPT, Gemini, etc
• Must have legal authorization to work in the U.S.

Additional European languages are a strong asset

Discretionary short-term and long-term incentives