Director of Learning & Development at Holiday Inn… · Location…

Director of Learning & Development

At Holiday Inn Club Vacations, we believe in strengthening families. And we look for people who exhibit the courage, caring and creativity to help us become the most loved brand in family travel. We’re committed to growing our people, memberships, resorts and guest love. That’s why we need individuals who are passionate in life and bring those qualities to work every day. Do you instill confidence, trust and respect in those around you? Do you encourage success and build relationships? If so, we’re looking for you.

The Director of Learning and Development is the strategic and operational leader responsible for building a modern, enterprise-wide learning function that improves team member readiness, leader effectiveness and business performance. This role translates organizational priorities into a focused learning roadmap and leads execution across onboarding, leadership and career development, performance consulting, instructional design, facilitation, learning technology and measurement. This leader will assess the current state, establish clear priorities and build scalable solutions for a complex, multi-site organization supporting Corporate and resort operations across the United States and Mexico. The role requires a builder who can set direction, develop a strong team and personally move critical work from concept through implementation.

ESSENTIAL DUTIES:

• Develop and execute an enterprise learning and development strategy aligned with business priorities, talent goals and organizational transformation efforts. Partner with leaders to diagnose capability needs and prioritize solutions based on business impact.

• Lead the redesign of the new-hire experience from preboarding through the first 90 days, including enterprise orientation, local onboarding, leader responsibilities, role readiness and measures of success.

• Build a clear leadership and career development framework that supports new and experienced leaders, high-potential talent, development planning, succession and internal mobility.

• Establish governance for the learning portfolio by evaluating participation, cost and impact and determining what should be retained, improved, consolidated, digitized or retired.

• Modernize the learning experience through the appropriate use of instructor-led learning, virtual cohorts, digital learning, microlearning, performance support, simulations and AI-enabled tools.

• Own the learning technology roadmap, including learning management system strategy, selection or implementation, administration, integrations, content standards, data quality, learner experience and reporting.

• Create a practical measurement framework that connects learning activity to readiness, behavior, retention, internal mobility, leader effectiveness, service outcomes and other relevant business results.

• Lead, develop and hold accountable a multidisciplinary team across program leadership, facilitation, instructional design, learning technology and operations. Clarify roles, priorities, workload and performance expectations.

• Establish disciplined project and portfolio management with clear owners, milestones, risks and completion standards. Manage the budget, vendors and build-versus-buy decisions to ensure critical work moves from design to launch, adoption and evaluation.

• Represent Learning and Development with senior leaders and cross-functional partners, communicate recommendations clearly and lead change with sound judgment, transparency and appropriate urgency.

REQUIREMENTS:

• Bachelor's degree in learning and development, organizational development, education, psychology, human resources, business or a related field required; master's degree preferred.

• Ten or more years of progressive leadership experience across learning and development, organizational development, talent, operations or a related discipline, including at least five years with direct responsibility for learning and development programs and at least five years leading teams or major cross-functional initiatives.

• Demonstrated success building, transforming or materially improving a learning function, enterprise strategy or program portfolio, including onboarding and leadership or career development at scale.

• Strong knowledge of adult learning, instructional design, facilitation, blended learning and performance consulting principles.

• Experience evaluating, selecting, implementing or optimizing a learning management system and related digital or AI-enabled learning technologies.

• Ability to use data, business metrics and stakeholder feedback to diagnose needs, establish priorities and evaluate effectiveness.

• Proven people leadership capability, including organizational design, talent assessment, coaching, performance management and development of high-performing teams.

• Strong business acumen and executive presence, with the ability to influence decisions and build trust across functions, levels and geographic locations.

• Demonstrated project and change leadership, including experience managing budgets, vendors and multiple priorities while delivering through ambiguity.

• Experience supporting a distributed, frontline or multi-site workforce required; hospitality, travel or service-industry experience strongly preferred.

LEADERSHIP PROFILE

• Builder mentality. Sees opportunity in complexity and is energized by creating clearer, stronger and more scalable ways of working.
• Strategic and hands-on. Can set the destination, make sound recommendations and step into the details when execution requires it.
• Business focused and accountable. Starts with the performance or talent need, creates clarity and moves work from idea to measurable result.
• Forward looking. Uses technology, AI and changing learner expectations to improve access, speed and effectiveness.
• Talent developer. Builds capability in others, gives direct feedback and creates an environment where strong people can grow.