paycor
Director of Learning & Development
M.S. Walker
Norwood, USA
Full-time
Senior Level
Hybrid
USD 140000-160000 yearly
Discovered 1 months ago
Full Job Posting
- Define and execute an L&D strategy aligned to business priorities, workforce needs, and the company’s multi-year HR roadmap.
- Establish the operating model: program portfolio, intake and prioritization, governance, vendor management, and budget ownership.
- Select and own the learning technology stack, including the decision to leverage the existing Paycor learning module or stand up a dedicated LMS/LXP.
- Build needs-assessment and evaluation discipline that measures development against business outcomes — promotion readiness, retention, and capability — not activity.
- Partner with leaders across corporate functions, sales, and operations to identify capability gaps and translate business strategy into concrete development priorities.
- Design role-based development paths and curricula tied to the skills each function needs now and as the business evolves.
- Establish a repeatable way to surface emerging capability needs and convert them into programs
- Build career frameworks and development paths that make employees promotable and create clear lines of progression across the organization.
- Strengthen the internal talent pipeline and bench for critical roles, in partnership with HR leadership and the business, supporting succession and fill-from-within.
- Partner with HR leadership on the competency model and job architecture underpinning the company’s performance management and compensation work, so that development, career paths, and progression operate as one connected system.
- Build development programs spanning frontline supervisors through senior leadership, with emphasis on the manager capabilities that drive engagement, performance, and retention.
- Coach and equip leaders to develop their own teams and reinforce learning in the flow of work.
- Define how M.S. Walker develops its people for the AI era — building AI literacy and role-based AI enablement across the organization, helping teams adopt new tools to work more effectively, with the change management to make adoption stick.
- Lead enablement for enterprise-system adoption; as a flagship Year-1 project, deliver role-based, process-driven training for the company’s SaaS ERP implementation, partnering with the ERP program team, IT, and affected functions.
- Translate complex systems and tools into practical job aids and learning paths, and sustain enablement through enhancements and new functionality.
- Own New Hire Orientation and role-based onboarding, ensuring a consistent, engaging experience that gets new employees productive and connected quickly.
- Oversee mandated safety and regulatory training for the operational workforce (e.g., OSHA, powered-industrial-truck, DOT/FMCSA, and alcohol-beverage handling), ensuring programs are current, delivered, and auditable.
- Coordinate delivery and recordkeeping with Operations and Safety to meet regulatory, insurance, and workers’ compensation requirements.
- Partner with Labor Relations and counsel so training programs are designed consistent with collective bargaining agreements, recognizing where training intersects with compensable time and contract provisions.
- Use apprenticeship and skills-progression programs as development pathways that help represented employees grow and advance.
- A functioning L&D operating model, technology platform, and governance in place.
- Role-based development and career frameworks live for key corporate, sales, and management populations — with a measurable increase in internal promotion and fill-from-within.
- Identified bench strength and succession readiness for critical roles.
- AI literacy and role-based AI enablement rolled out, with measurable adoption.
- ERP training delivered to support an on-time, high-adoption go-live, measured against the system’s business case.
- Safety and regulatory training current, complete, and auditable as a compliance baseline.
- Improved retention of high-potential talent.
- 7+ years of progressive L&D experience, including building or substantially rebuilding an L&D function.
- Demonstrated experience building role-based development, career-pathing, and leadership/management development programs that move people into broader and more senior roles.
- Experience identifying organizational capability needs and translating business strategy into development plans across multiple functions.
- Experience building or integrating competency models / job architecture that support performance management and talent decisions.
- Experience leading enablement and change management for technology adoption — ideally including AI tools and/or an enterprise-system (ERP or comparable) implementation.
- Strong command of adult learning, instructional design, change management, and evaluation methodology.
- Excellent facilitation, communication, and stakeholder-management skills.
- Bachelor’s degree in Human Resources, Organizational Development, or a related field; Master’s preferred.
- Experience in an operations-intensive environment — distribution, wholesale, logistics, or CPG.
- Familiarity overseeing regulated-industry safety and compliance training obligations (e.g., OSHA, DOT).
- Experience operating in a unionized environment.
- Experience standing up or migrating an LMS/LXP.
- Relevant certification (e.g., ATD CPTD/APTD or equivalent).
- Based at company headquarters in Norwood, MA, with a hybrid work approach
- Occasional travel to regional locations in Rhode Island, New York, and New Hampshire to support cross-functional learning initiatives and gain operational understanding
• Medical & Dental Insurance
- Vision Coverage
- Paid-Time-Off Program
• Fidelity Investments 401k
- Disability, Life, Accident & Illness Insurance Packages
About M.S. Walker
Wholesale & Distribution410 employeesFounded 1933
Family-owned wine and spirits importer, distributor, bottler, and national supplier serving retailers, restaurants, and hotels.
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