Director of Learning and Development

LifeSpire of Virginia is seeking a Director of Learning & Organizational Development to support our Home Office team in Glen Allen, VA. If you are a strategic learning and development leader who is passionate about building leadership capability, driving organizational growth, and creating impactful development programs, we encourage you to apply. In this role, you'll shape enterprise learning strategies that support leaders at every level and strengthen performance, engagement, and retention across the organization.With over 1,000 team members across the state, we are committed to making a difference for those we serve. Our collaborative corporate team works hard but has fun doing it and is energized by our mission of empowering individuals with choices in purposeful living.Be a part of a team whose energy, compassion, and talents are valued and rewarded. We want you to be the best you can be - we can do this together with work/life integration, career development, and a supportive environment. You will have an office in Glen Allen, Virginia with the option to work a hybrid schedule.LifeSpire of Virginia is a dynamic, growing organization that is quickly becoming an employer of choice throughout the Commonwealth. We offer competitive pay and benefits, including generous time off, health and dental benefits, educational opportunities, and a 403B match.Position Summary:The Director of Learning & Organizational Development is responsible for the strategic design, implementation, and effectiveness of learning initiatives across all levels of the organization-from frontline supervisors to senior leadership. This role serves as the architect of LifeSpire's enterprise learning strategy, ensuring development efforts are aligned with business priorities, workforce needs, and long-term growth objectives.This position focuses on organizational needs assessment, program design, strategic planning, vendor management, and outcome evaluation to ensure learning initiatives drive measurable improvements in leadership capability, performance, engagement, and retention.Essential Job Functions & Responsibilities"1. Organizational Learning Needs AssessmentConduct ongoing, systematic learning needs assessments across:Frontline and supervisory rolesManagers and department leadersExecutive and senior leadershipUse quantitative and qualitative data to identify skill gaps and development priorities, including:Engagement survey results (e.g., We Care Connect)Turnover and retention trendsPerformance and employee relations dataRegulatory and compliance requirementsCross-functional organizational feedbackTranslate identified needs into prioritized, scalable learning initiatives.2. Learning Strategy, Planning & DesignDevelop and maintain an organizational learning strategy aligned with business goals and growth plans.Create annual and multi-year learning roadmaps addressing:Leadership developmentSupervisor effectivenessCompliance and risk mitigationCareer and capability developmentDesign structured learning pathways for key roles and leadership levels.Establish comprehensive project plans for learning initiatives, including timelines, milestones, stakeholders, and resource requirements.3. Program Oversight & Systems ManagementIdentify and oversee learning systems and supporting infrastructure.Ensure learning programs are consistent, accessible, and scalable across communities and departments.Partner with internal stakeholders to integrate learning with:OnboardingPerformance managementCareer progression and succession planningEnsure training content reflects organizational values, culture, and operational realities.4. Vendor & Facilitator ManagementIdentify, evaluate, and manage relationships with external training vendors, facilitators, and content providers.Ensure external partners deliver learning solutions aligned with:Adult learning principlesOrganizational cultureDefined success metricsManage contracts, budgets, and performance outcomes for learning initiatives.5. Measurement, Evaluation & Continuous ImprovementEstablish clear success metrics for learning initiatives beyond attendance and completion rates.Evaluate effectiveness through:Post-training assessmentsBehavior change indicatorsManager feedbackBusiness outcomes (e.g., retention, engagement)Partner with leaders to reinforce application of learning and ensure accountability.Use data-driven insights to continuously improve learning programs and strategies.6. Partnership & InfluenceCollaborate closely with internal partners, including the Director of Clinical Services, Human Resources, and operational and community leadership.Serve as a trusted advisor to leaders on workforce capability and development strategies.Support organizational change initiatives by equipping leaders with the tools and skills needed to lead effectively through growth and transformation.

Created: 2026-04-02