Director of Learning & Development

The Director of Learning Talent Development leads talent development, learning strategy, performance management, leadership development, and career development for HSO US. This role partners closely with HR Business Partners, business leaders, global Talent and AI enablement partners, and the broader HR leadership team to align people strategies with business outcomes across all service lines. The Director drives a culture of continuous learning, leadership readiness, employee growth, and organizational effectiveness while ensuring development programs are scalable, practical, and aligned to business priorities.

As the Director of Learning Development, you can expect to… Learning Strategy Program Delivery Develop and implement a forward-looking learning and development strategy aligned with HSO US business goals, workforce needs, and talent priorities. Design scalable learning programs that address technical, professional, leadership, and role-based development needs across the organization. Partner with HSO Academy, subject matter experts, business leaders, and external vendors to deliver high-impact training experiences.

Own the curriculum strategy and execution for HSO US Masterclass, including organizing the schedule, confirming curriculum, lining up trainers, preparing facilitators, setting expectations for all stakeholders, and ensuring the program delivers a cohesive, valuable learning experience for participants. Ensure employees have access to relevant learning resources at the right time to support growth, readiness, career mobility, and business priorities. Maintain and evolve learning paths and curricula based on employee feedback, manager input, program outcomes, and changing business needs.

Partner with HRBPs to help employees understand and apply the Career Framework, professional competencies, and leadership competencies, including expectations for growth, readiness, and promotion decisions. Performance Management Talent Development Own and continuously enhance the performance management process, including goal setting, reviews, calibration, manager enablement, and talent development activities, ensuring the process aligns with business needs and supports stronger organizational performance. Guide HRBPs and managers in facilitating mid-year and annual performance review processes with consistency, clarity, and accountability.

Identify high-potential talent and skill gaps and launch targeted development initiatives, including mentoring, stretch assignments, and role-based development opportunities. Ensure performance management practices drive growth, accountability, recognition, and meaningful performance conversations across the organization. Partner with team leaders and global partners to develop, maintain, and improve Career Development Pathways that support employee growth and internal mobility.

Design and deliver impactful learning resources and development programs that equip managers and coaches to provide effective career guidance, meaningful feedback, and practical support for employee growth.

Compensation

, and succession planning. Create and execute practical plans to identify high performers, high-potential talent, and successor candidates across the organization in partnership with HRBPs and business leaders. Partner with HRBPs to gather and validate talent insights, including identifying emerging leaders and top performers who should be reviewed as part of talent and succession planning discussions.

Requirements

and business needs.