JOB TITLE
Assistant Director, Learning & Development
LOCATION
Worcester
DEPARTMENT NAME
Talent Strategies
DIVISION NAME
Worcester Polytechnic Institute - WPI
JOB DESCRIPTION SUMMARY
Reporting to the Senior Director of Labor & Talent Programs, the Assistant Director of Learning & Development partners with the WPI community to advance learning and development programs and champions a culture of continuous learning for all employees, faculty and staff.
The role designs, delivers, and evaluates university-wide initiatives, including learning pathways, leadership and manager development, onboarding curriculum, and professional development opportunities, that strengthen organizational effectiveness and drive individual and institutional performance.
As a trusted advisor and strategic partner to campus leaders and Talent Strategy Partners (TSPs), the Assistant Director applies expertise in facilitation, development design, and data-informed evaluation, and manages the University's learning management system and related technologies. This work improves employee learning, engagement, retention, and sense of belonging throughout the WPI community.
JOB DESCRIPTION
- Learning Program Design, Delivery & Facilitation:
- Design, develop, and deliver high-impact learning experiences, including workshops, learning series, cohort-based programs, and learning pathways, in both in-person and online formats that support career growth for all employees, faculty and staff.
- Partner with senior leaders, TSPs, and academic and administrative leaders to assess learning needs, recommend solutions, and develop a forward-looking L&D strategy that builds critical skills for current and future organizational needs.
- Facilitate engaging sessions for diverse audiences including faculty, staff, individual contributors, managers, and senior leadership; train internal facilitators and subject matter experts to deliver content as appropriate.
- Stay current on emerging best practices, adult learning methodologies, and AI-enabled learning technologies to evolve program offerings.
- Leadership & Manager Development:
- Design, coordinate, and facilitate leadership and manager development programs that strengthen coaching, communication, and supervisory effectiveness.
- Develop learning experiences for new supervisors and emerging leaders, including faculty in leadership roles, to support successful transitions and long-term leadership capability.
- Create tools, frameworks, and resources that support performance management, feedback conversations, and career development.
- Talent & Organizational Development:
- Manage a portfolio of talent programs including the succession planning pipeline and performance management.
- Partner with Talent & Inclusion (T&I) to develop onboarding curriculum and orientation resources that support new employees' successful transitions and long-term success.
- Collaborate with T&I and divisional partners on talent management and retention strategies, including performance recognition and career development.
- Support organizational development initiatives including change management and team effectiveness interventions.
- Data, Analytics & Program Evaluation:
- Develop and deploy measurement systems to track and report on program effectiveness, learner participation, and institutional impact; use findings and stakeholder feedback to improve learning programs.
- Use needs assessments and gap analyses to identify and prioritize development opportunities, informing program design and talent strategy.
- Design, administer, and analyze employee engagement and pulse surveys; translate findings into dashboards, executive summaries, and actionable recommendations that inform culture and retention strategies.
- Continuous Learning Culture, Engagement & Inclusion:
- Promote a culture of continuous learning by increasing awareness, participation, and engagement in learning resources and professional and career development opportunities for all employees, faculty and staff.
- Establish and support communities of practice that encourage collaboration, knowledge sharing, innovation, and ongoing professional learning among faculty and staff.
- Design and implement employee experiences and resources that foster an inclusive, equitable, belonging-centered work environment.
- Partner with T&I and organizational leaders to embed belonging and equity principles into L&D programming and talent practices.
- Learning Technology & Required Learning:
- Manage and administer the University's learning management system and related learning technologies, including course administration, governance, and user support.
- Curate content and manage digital learning libraries so employees can easily find and access learning resources.
- Coordinate required and compliance-related training by partnering with content owners across the University to assign, track, and report on completion.
- Operational & Project Support:
- Coordinate the scheduling, logistics, and communication for learning initiatives and events.
- Manage relationships with external vendors, facilitators, and consultants, including contracts, invoicing, and performance expectations.
- Maintain program documentation and contribute to process improvements that support the broader HR and L&D function.
- Performs all other duties and responsibilities as assigned or directed by the supervisor.
Requirements:
- Bachelor’s degree in Organizational Development, Human Resources, Education or a related field.
- Minimum of five (5) years of progressively responsible experience in learning and development, talent development, organizational development, training, human resources, higher education administration, or a related field.
- Experience designing and implementing employee development programs.
- Experience facilitating training, workshops, or development programs.
- Experience working with learning management systems or learning technologies (e.g., LinkedIn Learning, Workday, Vector Solutions, etc.).
- Strong project management skills with the ability to manage multiple priorities, programs, and timelines simultaneously.
- Ability to maintain confidentiality, discretion, and professionalism consistent with an HR environment.
- Excellent communication, consultation, and stakeholder management skills with the ability to influence across all levels of an organization.
- Preferred Qualifications:
- Master’s degree in Organizational Development, Adult Learning, Human Resources, or a related field.
- Experience supporting leadership development and manager effectiveness programs.
- ATD (CPTD/CPLP), SHRM-CP/SCP, or equivalent professional certification.
- Experience with AI-enabled learning tools and emerging instructional technologies.
- Background in higher education or similarly complex institutional environments.
- Familiarity with Human Capital Management systems (e.g., Workday) and behavioral/leadership assessment tools.
Salary Grade 8: $71,800– $90,000 per year (depending on experience)
Salary is based on related experience, expertise, and internal equity; generally, new hires can expect pay between the minimum and midpoint of the range.
Compensation at WPI
FLSA STATUS
United States of America (Exempt)
