Director, Learning and Development

CoAd is seeking a Director, Learning and Development to build and lead an integrated enterprise learning program for an organization of approximately 800 employees across PEO, payroll, agency, and HCM services. This leader will bring together training that currently exists across departments into a consistent, scalable approach that strengthens employee capability, leadership effectiveness, and business performance.

Reporting directly to the CHRO, the Director will lead the Learning and Development team and own the learning strategy, program standards, technology, and measurement framework across onboarding, professional development, manager and leadership development, and technical and operational training. The role will partner with functional leaders and subject matter experts to connect learning priorities to service quality, growth, technology adoption, and employee career opportunities.

This is a hands-on leadership role focused on building with existing resources. Initial priorities include organizing current training, standardizing onboarding, and launching practical manager development. The Director will personally design and facilitate priority programs while coordinating technical training with department experts.

Key Responsibilities

Enterprise Learning Strategy and Program Development

• Assess current training, content, systems, resources, and skill gaps across the organization; retain effective programs and address duplication and inconsistent coverage.

• Build a prioritized learning roadmap and annual plan tied to business strategy, workforce needs, and the Empowering Our People strategic pillar.

• Establish clear ownership, common design standards, training intake and prioritization, and a coordinated enterprise learning calendar.

• Recommend and manage a practical learning budget and delivery model, using existing people, content, and tools before proposing additional investment.

Technical and Operational Training Oversight

• Oversee the framework and quality of job-specific training across payroll, service, implementation, sales, product, technology, and other business functions.

• Partner with department leaders and subject matter experts to define role competencies, learning pathways, practice activities, and proficiency assessments.

• Establish a shared accountability model: Learning and Development owns learning standards and program effectiveness; functional leaders own technical accuracy, expert participation, and on-the-job reinforcement.

• Prepare employees for platform changes, new products, process improvements, and technology adoption through coordinated training and readiness checks.