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About Our Client

Our client is an AI-powered, all-in-one white-label sales & marketing platform that empowers agencies, entrepreneurs, and businesses to elevate their digital presence and drive growth. The company proudly supports a global and growing community of over 2 million businesses, comprised of agencies, consultants, and businesses of all sizes and industries. This platform empowers users with all the tools needed to capture, nurture, and close new leads into repeat customers. As of mid 2025, the platform processes over 4 billion API hits and handles more than 2.5 billion message events every day. The platform manages over 470 terabytes of data distributed across five databases, operates with a network of over 250 microservices, and supports over 1 million hostnames.

With over 1,500 team members across 15+ countries, the organization operates in a global, remote-first environment. The team is building more than software; they are building a global community rooted in creativity, collaboration, and impact. The organization takes pride in cultivating a culture where innovation thrives, ideas are celebrated, and people come first, no matter where they call home.

As of mid 2025, the platform powers over 1.5 billion messages, helps generate over 200 million leads, and facilitates over 20 million conversations for the more than 2 million businesses served each month. Behind those numbers are real people growing their companies, connecting with customers, and making their mark - and the organization helps make that happen.

About The Role

The Director, Organizational Development & Learning will be a strategic architect and builder of the organization’s global learning ecosystem. This role is responsible for defining and executing the L&D charter, integrating learning with organizational development, talent management, and business strategy, and enabling scalable growth in a high-velocity SaaS environment.

This leader will partner closely with Leadership, People Business Partners, and functional leaders to build organization-wide capabilities across leadership, performance, career development, and organizational effectiveness while creating a culture of continuous learning and internal mobility.

Key Responsibilities

L&D Strategy & Charter Development

• Define and own the Learning & Development charter, vision, and multi-year roadmap, aligned with business priorities and the growth strategy.
• Position L&D as a strategic lever for performance, engagement, and organizational health.
• Establish governance, operating models, and success metrics for all learning initiatives.

Organizational Development (OD)

• Lead OD initiatives, including organizational diagnostics, capability modelling, culture interventions, and change management.
• Embed learning into change programs, transformations, and scaling efforts.

Talent Management Integration

• Partner with Talent and People teams to align L&D with:
• Performance management
• Career architecture and progression
• Leadership pipeline and succession planning
• Key and critical talent development
• Design leadership and manager development programs that support current and future capability needs.

Leadership & Capability Development

• Design and scale leadership development programs across levels (new managers, senior leaders, executives).
• Build functional and capability programs aligned to business outcomes.
• Enable managers as coaches through targeted enablement and toolkits.

Learning Experience Design & Delivery

• Oversee the design of blended learning experiences (VILT, digital, cohort-based, on-the-job).
• Ensure adult learning principles, real-world application, and measurable impact are embedded in all programs.
• Leverage internal SMEs and external partners strategically.

Learning Technology & Infrastructure

• Own the learning technology ecosystem (LMS/LXP, content platforms, analytics).
• Drive adoption of modern, scalable, and AI-enabled learning solutions.
• Ensure strong data integrity, reporting, and learning insights.

Measurement & Business Impact

• Define and track learning effectiveness using KPIs tied to performance, behavior change, and business results.
• Use analytics and feedback loops to continuously refine programs.
• Communicate impact and insights to executive stakeholders.

Team Leadership & Capability Building

• Build, lead, and develop a high-performing L&D team (internal and vendor partners).
• Establish clear roles, career paths, and capability standards within the L&D function.
• Foster a culture of innovation, experimentation, and excellence.

Required Qualifications

• Bachelor’s degree required; Master’s / MBA preferred.
• Certifications in OD, L&D, coaching, or change management are a plus.
• 12+ years of progressive experience in Learning & Development, Organizational Development, and/or Talent Management.
• Proven experience building or transforming L&D functions in high-growth, global, SaaS or product-led organizations.
• Strong track record of partnering with senior leaders and influencing at the executive level.
• Deep expertise in:
• L&D strategy and operating models
• Organizational development and change management
• Leadership development and succession planning
• Talent and performance ecosystems
• Experience designing job architectures, competency frameworks, or career paths is a strong plus.
• Data-driven mindset with the ability to connect learning outcomes to business impact.
• Strategic thinker with strong execution discipline.
• Systems-level thinker who connects learning, talent, culture, and performance.
• Comfortable operating in ambiguity and building from zero to scale.