Assistant Director, Learning & Development

JOB TITLE

Assistant Director, Learning & Development

LOCATION

Worcester

DEPARTMENT NAME

Talent Strategies

DIVISION NAME

Worcester Polytechnic Institute - WPI

JOB DESCRIPTION SUMMARY

Reporting to the Senior Director of Labor & Talent Programs, the Assistant Director of Learning & Development partners with the WPI community to advance learning and development programs and champions a culture of continuous learning for all employees, faculty and staff.

The role designs, delivers, and evaluates university-wide initiatives, including learning pathways, leadership and manager development, onboarding curriculum, and professional development opportunities, that strengthen organizational effectiveness and drive individual and institutional performance.

As a trusted advisor and strategic partner to campus leaders and Talent Strategy Partners (TSPs), the Assistant Director applies expertise in facilitation, development design, and data-informed evaluation, and manages the University's learning management system and related technologies. This work improves employee learning, engagement, retention, and sense of belonging throughout the WPI community.

JOB DESCRIPTION

• •Learning Program Design, Delivery & Facilitation:
• •Design, develop, and deliver high-impact learning experiences, including workshops, learning series, cohort-based programs, and learning pathways, in both in-person and online formats that support career growth for all employees, faculty and staff.
• •Partner with senior leaders, TSPs, and academic and administrative leaders to assess learning needs, recommend solutions, and develop a forward-looking L&D strategy that builds critical skills for current and future organizational needs.
• •Facilitate engaging sessions for diverse audiences including faculty, staff, individual contributors, managers, and senior leadership; train internal facilitators and subject matter experts to deliver content as appropriate.
• •Stay current on emerging best practices, adult learning methodologies, and AI-enabled learning technologies to evolve program offerings.

• •Leadership & Manager Development:
• •Design, coordinate, and facilitate leadership and manager development programs that strengthen coaching, communication, and supervisory effectiveness.
• •Develop learning experiences for new supervisors and emerging leaders, including faculty in leadership roles, to support successful transitions and long-term leadership capability.
• •Create tools, frameworks, and resources that support performance management, feedback conversations, and career development.

• •Talent & Organizational Development:
• •Manage a portfolio of talent programs including the succession planning pipeline and performance management.
• •Partner with Talent & Inclusion (T&I) to develop onboarding curriculum and orientation resources that support new employees' successful transitions and long-term success.
• •Collaborate with T&I and divisional partners on talent management and retention strategies, including performance recognition and career development.
• •Support organizational development initiatives including change management and team effectiveness interventions.

• •Data, Analytics & Program Evaluation:
• •Develop and deploy measurement systems to track and report on program effectiveness, learner participation, and institutional impact; use findings and stakeholder feedback to improve learning programs.
• •Use needs assessments and gap analyses to identify and prioritize development opportunities, informing program design and talent strategy.
• •Design, administer, and analyze employee engagement and pulse surveys; translate findings into dashboards, executive summaries, and actionable recommendations that inform culture and retention strategies.

• •Continuous Learning Culture, Engagement & Inclusion:
• •Promote a culture of continuous learning by increasing awareness, participation, and engagement in learning resources and professional and career development opportunities for all employees, faculty and staff.
• •Establish and support communities of practice that encourage collaboration, knowledge sharing, innovation, and ongoing professional learning among faculty and staff.
• •Design and implement employee experiences and resources that foster an inclusive, equitable, belonging-centered work environment.
• •Partner with T&I and organizational leaders to embed belonging and equity principles into L&D programming and talent practices.

• •Learning Technology & Required Learning:
• •Manage and administer the University's learning management system and related learning technologies, including course administration, governance, and user support.
• •Curate content and manage digital learning libraries so employees can easily find and access learning resources.
• •Coordinate required and compliance-related training by partnering with content owners across the University to assign, track, and report on completion.

• •Operational & Project Support:
• •Coordinate the scheduling, logistics, and communication for learning initiatives and events.
• •Manage relationships with external vendors, facilitators, and consultants, including contracts, invoicing, and performance expectations.
• •Maintain program documentation and contribute to process improvements that support the broader HR and L&D function.

Performs all other duties and responsibilities as assigned or directed by the supervisor.

Requirements:

• •Bachelor’s degree in Organizational Development, Human Resources, Education or a related field.
• •Minimum of five (5) years of progressively responsible experience in learning and development, talent development, organizational development, training, human resources, higher education administration, or a related field.
• •Experience designing and implementing employee development programs.
• •Experience facilitating training, workshops, or development programs.
• •Experience working with learning management systems or learning technologies (e.g., LinkedIn Learning, Workday, Vector Solutions, etc.).
• •Strong project management skills with the ability to manage multiple priorities, programs, and timelines simultaneously.
• •Ability to maintain confidentiality, discretion, and professionalism consistent with an HR environment.
• •Excellent communication, consultation, and stakeholder management skills with the ability to influence across all levels of an organization.
• •Preferred Qualifications:
• •Master’s degree in Organizational Development, Adult Learning, Human Resources, or a related field.
• •Experience supporting leadership development and manager effectiveness programs.
• •ATD (CPTD/CPLP), SHRM-CP/SCP, or equivalent professional certification.
• •Experience with AI-enabled learning tools and emerging instructional technologies.
• •Background in higher education or similarly complex institutional environments.
• •Familiarity with Human Capital Management systems (e.g., Workday) and behavioral/leadership assessment tools.

Salary Grade 8: $71,800– $90,000 per year (depending on experience)

Salary is based on related experience, expertise, and internal equity; generally, new hires can expect pay between the minimum and midpoint of the range.

Compensation at WPI

FLSA STATUS

United States of America (Exempt)

WPI is an Equal Opportunity Employer. All qualified candidates will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity, national origin, veteran status, or disability. It seeks individuals from all backgrounds and experiences who will contribute to a culture of creativity, collaboration, inclusion, problem solving, innovation, high performance, and change making. It is committed to maintaining a campus environment free of harassment and discrimination.