Director of Learning and Development

Summary: Under general direction, provides strategic leadership and operational oversight for ANTHC's learning, leadership development, workforce development, succession planning, and talent pipeline initiatives. Responsible for developing and executing organizational strategies that attract, develop, engage, and retain a highly skilled workforce while advancing Alaska Native and American Indian workforce development priorities. The Director oversees enterprise learning and development programs, workforce planning initiatives, career progression frameworks, leadership development programs, internship and mentorship programs, and workforce pipeline partnerships. The position collaborates closely with organizational leaders to develop talent strategies that support operational excellence, succession readiness, employee growth, and long-term workforce sustainability. This role also ensures workforce development initiatives align with ANTHC's strategic goals, values, and commitment to developing Alaska Native and American Indian talent. Responsibilities: Strategic Leadership Develops and executes enterprise-wide learning and workforce development strategies that support organizational strategic priorities and workforce planning objectives. Serves as the strategic leader for leadership development, workforce planning, succession management, and employee career growth programs. Partners with executive and operational leadership to identify current and future workforce needs, capability gaps, and succession risks. Leads the development and implementation of workforce development initiatives designed to improve recruitment, retention, engagement, advancement, and organizational effectiveness. Establishes long-range workforce development goals, performance metrics, and operating plans to ensure measurable business outcomes. Learning and Development Provides strategic oversight of organizational learning programs, technical skills development, professional development, leadership training, management development, and compliance training. Oversees the design, implementation, evaluation, and continuous improvement of training curricula and learning experiences. Ensures effective administration, utilization, and optimization of learning management systems and associated training technologies. Evaluates learning effectiveness through performance metrics, participant feedback, business outcomes, and workforce capability measures. Establishes enterprise learning standards, competencies, and development frameworks. Leadership Development and Succession Planning Directs organization-wide leadership development programs designed to build leadership capacity at all levels. Partners with senior leaders to establish succession planning processes and talent review practices. Oversees creation of career pathways, competency models, and career ladder frameworks that support workforce growth and advancement opportunities. Develop strategies to identify, develop, and retain high-potential employees and emerging leaders. Workforce Development and Talent Pipeline Programs Oversees workforce development programs designed to expand employment opportunities and strengthen the Alaska Native and American Indian workforce. Directs internship, externship, apprenticeship, mentorship, and career exploration initiatives. Builds and maintains partnerships with educational institutions, tribal organizations, workforce training centers, and community organizations to develop talent pipelines. Collaborates with Marketing and Communications to promote employment opportunities and workforce development initiatives through various outreach efforts. Leads efforts to increase participation and advancement of Alaska Native and American Indian employees across the organization. Organizational Partnerships Serves as a strategic consultant to operational leaders regarding workforce capability, employee development, organizational effectiveness, and talent planning. Collaborates with Employee Talent Acquisition, Employee Relations, Total Rewards, HR Operations, and organizational leaders to align workforce initiatives with business needs. Participates in organizational strategic planning and provides workforce analytics to support decision making. Represents ANTHC in external workforce development partnerships and community engagement activities. Program Administration and Analytics Establishes and monitors key performance indicators related to workforce development, leadership development, training effectiveness, employee retention, promotion, and succession readiness. Directs analysis of workforce trends and organizational talent metrics to guide strategic decisions. Oversee program budgets, vendor relationships, contracts, grants, and external partnerships. Evaluates program effectiveness and implements continuous improvement efforts. Provides executive-level reporting and recommendations regarding workforce and talent development initiatives. People Leadership Provides leadership, direction, coaching, and performance management for assigned managers and staff. Establishes departmental goals, priorities, and operational plans. Develop and mentors leaders within the department to ensure succession readiness and operational excellence. Fosters a culture of continuous learning, accountability, innovation, and collaboration. Performs other duties as assigned. Other information: KNOWLEDGE, SKILLS, ABILITIES: • Knowledge of workforce development, talent management, succession planning, leadership development, career pathways, and adult learning principles. • Knowledge of Alaska Native cultures, values, educational approaches, and culturally responsive workforce development practices. • Knowledge of workforce planning methodologies, including workforce analytics, skills gap • Skill in developing and implementing workforce development, leadership development, succession planning, and career advancement programs. • Skill in building effective partnerships with Tribal organizations, educational institutions, community organizations, and workforce development partners. • Skill in using workforce and program metrics to evaluate effectiveness and drive continuous improvement. • Ability to assess organizational workforce needs and develop long-term talent strategies that support workforce growth and sustainability. • Ability to advance initiatives that support Alaska Native and American Indian recruitment, development, retention, and leadership opportunities. • Ability to effectively lead teams, manage change, and collaborate with stakeholders at all organizational levels. MINIMUM EDUCATION QUALIFICATION A Bachelor's degree in Human Resources, Business Administration, Organizational Development, Education, Leadership, Alaska Native Studies, Indigenous Studies, or a related field. Progressively responsible professional experience, education, training, or demonstrated proficiency in a related field may be substituted for the required college education on a year-for-year basis. MINIMUM EXPERIENCE QUALIFICATION Non-Supervisory: Eight (8) years of progressively responsible professional experience in one or more of the following areas: organizational leadership, operations, human resources, learning and development, workforce development, education, program management, organizational development, or a related field. An equivalent combination of relevant education, training, professional experience, and demonstrated proficiency may be considered. AND Supervisory/Leadership: Five (5) years of progressively responsible supervisory, management, or organizational leadership experience, including experience leading teams, programs, cross-functional initiatives, or strategic organizational efforts. Equivalent demonstrated leadership experience may be considered. MINIMUM CERTIFICATION QUALIFICATION N/A PREFERRED EDUCATION QUALIFICATION N/A PREFERRED EXPERIENCE QUALIFICATION N/A PREFERRED CERTIFICATION QUALIFICATION Relevant professional certifications or specialized training in human resources, learning and development, organizational development, workforce development, leadership, education, or related disciplines. ADDITIONAL REQUIREMENTS According to the needs of the organization, some incumbents in this job class may be required to obtain specific technical certifications and programming language skills.