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 this role youll shape enterprise learning strategies that support leaders at every level and strengthen performance engagement and retention across the organization.

With over 1000 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 organizationfrom frontline supervisors to senior leadership. This role serves as the architect of LifeSpires 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 Assessment

• Conduct ongoing systematic learning needs assessments across:
• Frontline and supervisory roles
• Managers and department leaders
• Executive and senior leadership
• Use quantitative and qualitative data to identify skill gaps and development priorities including:
• Engagement survey results (e.g. We Care Connect)
• Turnover and retention trends
• Performance and employee relations data
• Regulatory and compliance requirements
• Cross-functional organizational feedback
• Translate identified needs into prioritized scalable learning initiatives.

2. Learning Strategy Planning & Design

• Develop and maintain an organizational learning strategy aligned with business goals and growth plans.
• Create annual and multi-year learning roadmaps addressing:
• Leadership development
• Supervisor effectiveness
• Compliance and risk mitigation
• Career and capability development
• Design 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 Management

• Identify 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:
• Onboarding
• Performance management
• Career progression and succession planning
• Ensure training content reflects organizational values culture and operational realities.

4. Vendor & Facilitator Management

• Identify evaluate and manage relationships with external training vendors facilitators and content providers.
• Ensure external partners deliver learning solutions aligned with:
• Adult learning principles
• Organizational culture
• Defined success metrics
• Manage contracts budgets and performance outcomes for learning initiatives.

5. Measurement Evaluation & Continuous Improvement

• Establish clear success metrics for learning initiatives beyond attendance and completion rates.
• Evaluate effectiveness through:
• Post-training assessments
• Behavior change indicators
• Manager feedback
• Business 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 & Influence

• Collaborate 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.