Vice President, Learning & Belonging

The Vice President, Learning & Belonging is the enterprise leader responsible for building organizational capability, strengthening leadership effectiveness, and shaping employee experiences that enable performance and a culture where people can do their best work.

This leader defines and executes an integrated strategy spanning learning, leadership development, employee experience, and belonging—aligning priorities, investments, and measures to the organization’s mission, values, and business goals.

This role ensures consistent, high-quality delivery across the organization while enabling flexibility to meet the needs of the diverse divisions and teams.

Scope & Impact

This role has enterprise-wide accountability for setting standards, prioritizing work, and allocating resources across learning, employee experience, and belonging. The Vice President influences senior leadership decision-making and directly impacts leadership capability, employee engagement, and internal talent growth. This role directly influences organizational performance through leadership capability, employee engagement, retention, and internal talent mobility.

Key Responsibilities

Enterprise Leadership & Strategy: Define and execute a unified enterprise strategy across Learning & Development, Leadership Development, Employee Experience, and Belonging aligned to organizational priorities. Translate business priorities into scalable, practical solutions and serve as a strategic advisor to leaders.

Learning & Development Execution: Deliver high-quality, business-relevant learning solutions with speed and measurable impact. Establish intake and prioritization processes and oversee learning technologies and vendor partnerships. 

Leadership Development: Design and deliver enterprise leadership development aligned to leadership expectations and business outcomes.   

Employee Experience, Culture & Belonging: Lead enterprise employee experience strategy across key moments that matter (onboarding, engagement, recognition, and retention). Embed belonging and inclusion into leadership practices, talent processes, and learning programs. Advance a culture of respect, connection, and psychological safety aligned to organizational values, ensuring initiatives are operational, measurable, and sustainable.

National Conference Leadership: Provide executive oversight of the biannual National Conference, ensuring alignment with enterprise priorities and delivery of a high-impact experience that reinforces culture, connection, and capability. 

Career Pathways & Workforce Development: Design and implement enterprise career pathways and development frameworks that enable employee growth, internal mobility, and workforce readiness. Align learning offerings to critical skills, competencies, and future organizational needs.

Operating Model & Governance: Define and lead the operating model for learning, employee experience, and belonging, including enterprise standards, division alignment, intake, prioritization, and decision rights.

Measurement, Insights & Continuous Improvement: Own a concise scorecard across learning effectiveness, leadership impact, employee experience and belonging. Use data and insights to refine strategy and drive measurable outcomes.

Team Leadership, Budget & Vendor Management: Lead and develop a high-performing team. Manage budget, vendor selection, and program effectiveness. Build strong cross-functional partnerships (HR, Operations, IT, Finance, Development, Legal, etc) to deliver results.

This role ensures the organization builds the leadership, culture, and employee experience required to deliver on its mission today while preparing the workforce for the future.

Expectations

• Demonstrates strong business acumen and enterprise perspective
• Delivers high-quality, practical solutions with speed and discipline
• Leads effectively in a matrixed, multi-division environment
• Drives measurable outcomes aligned to performance, engagement, and culture
• Uses data and insights to inform decision-making and continuous improvement

JOB SPECIFICATIONS—

Education:       Bachelor’s degree in Business Administration, Finance, Human Resources or a related field required

Experience & Qualifications 

Required:

15+ years of progressive leadership across Learning, Talent, Employee Experience, and/or Organizational Development. Proven track record designing and delivering integrated leadership, learning, and employee experience strategies—embedding culture and belonging –resulting in measurable business, talent, and engagement outcomes. Demonstrated success designing and leading operating models and delivering scalable solutions with measurable impact. Exceptional ability to influence senior leaders and drive cross-functional outcomes. Experience leading high-performing teams and managing budgets and external partnerships to deliver enterprise-scale initiatives. Strong executive presence with ability to communicate ideas with clarity, influence decision-making, and align stakeholders at all levels of the organization.  

Preferred:

Demonstrated ability to embed belonging and inclusion into leadership expectations, learning systems, and employee experience practices – moving beyond programs to sustained behavior change. Experience designing talent frameworks, including career pathways, capability models and skills-bases architectures that enable development, mobility and workforce planning. Experience operating in complex environments (e.g., multi-site, frontline-intensive, or highly regulated) with the ability to scale solutions across diverse employee populations. Experience leading or enabling enterprise transformation efforts, including culture evolution, leadership alignment, and behavior change initiatives. Advanced degree or relevant certifications (Organizational Development, coaching, instructional design, change management) preferred.