VP of Enterprise Learning and Development

Job Description



The Vice President (VP) of Enterprise Learning and Development leads the design and execution of a future-ready learning and development strategy. This leadership role is instrumental in building a high-performing pipeline of talent with the skills and experiences needed to serve our clients with innovative services and solutions and capitalize on our continued investment in innovation and technology. This role ensures that meaningful learning opportunities exist for team members at all levels and stages of their career paths and drives continuous improvement in learning through innovative technologies, modalities, and delivery platforms. The VP works to align our enterprise learning and development strategy with the overall growth goals of our business, supports our commitment to exceptional client service and reflects best practice and industry trends.

This role reports to the Chief Human Resources Officer and is a member of the HR leadership team.

Essential Functions And Primary Duties

Enterprise Learning Strategy

• Working closely with both business and talent leaders, design and lead execution of comprehensive, scalable learning strategies including technical, professional and business development/sales skill-building, leadership development, and experiential learning, aligned to business goals and objectives.
• Serve as a collaborative thought partner for business leaders and provide insights and recommendations on all aspects of learning and development.
• Build, strengthen and lead sales and growth training and development opportunities with a strong emphasis on supporting revenue generation and effective business development. Tailor and customize programs and offerings to advance high priority sales roles or teams.
• Partner with business leaders and subject matter experts to translate technical skills needs to effective learning and development offerings across a variety of mediums. Collaborate closely with these partners to ensure quality of content and delivery.
• Establish a data-driven approach to drive continuous improvement for learning opportunities to maximize return on investment of both time and dollars.
• Drive innovation in the development and delivery of impactful learning opportunities and seek out opportunities to leverage modern technologies in both management and delivery. Be proactive in remaining current on the latest advancements in adult learning and how these ideas can be translated for professional services.
• Define, monitor, and articulate learning and organizational development key performance indicators including service level agreements (SLAs). Support overall HR and talent reporting and review processes.
• Proactively analyze talent data and metrics to identify trends, opportunities for improvement and needed changes to maximize impact of programs, offerings, and initiatives.
  
  

Leadership & Talent Development

• In partnership with the senior leadership team, develop and execute a scalable enterprise approach to leadership development from emerging leaders to senior executives based on defined competencies and leadership behaviors.
• Support and align to all aspects of the enterprise-wide succession planning process to ensure there is a strong pipeline of talent prepared to support the future needs of the business.
• Integrate and expand effective coaching and mentoring opportunities.
• Support and align learning opportunities to career paths and competency models.
• Provide oversight and advocate for the integration of assessments as tools to support learning opportunities and strengthen development programs and initiatives.
• Partner with business, HR, and operations leaders to support comprehensive workforce planning and to ensure learning opportunities and development programs align to needed skills and experiences.
• Lead, partner with and support change management and organization transformation efforts with an emphasis on strengthening culture.
• Stay up to date on professional services industry learning and development trends to ensure our approach remains competitive and attractive to top-tier talent. Routinely network with other industry professionals to identify and understand emerging learning and development strategies that may positively impact our business.
  
  

Leading a High-Performing Team

• Lead a dynamic team of learning and development professionals to meet or exceed service levels for the business.
• Monitor and analyze available learning and development capacity and shift resources to address and respond to the needs of the business.
• Develop and maintain individualized development plans for learning and development professionals and identify opportunities for professional and leadership development, experiential learning, and other opportunities to build and grow skills.
• Additional duties as assigned.
  
  

Preferred Qualifications

• Master’s degree preferred in related field
• Certification preferred
• 10 years’ advancing experience in a professional services or other knowledge-based industry. Industry specific experience in financial services is preferred. Proven experience building scalable learning programs in a high-growth, complex environment.
• Proven ability to serve as an initiative-taking and collaborative thought partner to a diverse group of stakeholders.
• Strong understanding of modern learning platforms, tools, and technologies.
• Credibility and understanding of talent, learning and organizational development best practices and trends for the professional services industry. Ability to tailor best practice for CBIZ.
• Ability to translate complex ideas into clear, influential communications and to manage multiple projects and/or teams simultaneously while working independently in a demanding environment.
• Commitment to developing and growing a team, and proven ability to manage consultants and external vendors for execution.
• Strong organizational, project management and critical thinking skills. Prior experience collaborating with executive leaders, teams of cross functional employees and multiple partners and stakeholders.
• Proven skill and understanding of change management with the ability to influence stakeholders with competing priorities and differences of opinion towards a common goal and solution, enabling decision-making.
  
  

Minimum Qualifications

• The successful candidate will be credentialed in applicable areas of expertise (i.e. law, accounting, tax, product/services) with at least ten years of relevant experience in the field or industry.
• Must have strengths in leadership and management from a strategic perspective.
• Excellent verbal and written communication skills, collaborative with internal groups to reach workable solutions, able to anticipate problems, creatively assess alternatives and manage conflicts.
  
  

About Us

CBIZ, Inc. (NYSE: CBZ) is a leading professional services advisor to middle-market businesses nationwide. With industry knowledge and expertise in accounting, tax, advisory, benefits, insurance, and technology, CBIZ delivers actionable insights to help clients anticipate what is next and discover new ways to accelerate growth. CBIZ has more than 9,500 team members across 23 major markets coast to coast.

CBIZ strives to be our team members' employer of choice by creating an environment where team members are appreciated, recognized for their contributions, and provided with opportunities to grow, both personally and professionally, throughout their careers.

Together, CBIZ and CBIZ CPAs are ranked as one of the top providers of accounting services in the United States. CBIZ CPAs is an independent CPA firm that provides audit, review and attest services, while CBIZ provides business consulting, tax and financial services. In certain jurisdictions, CBIZ CPAs operates under its previous name, Mayer Hoffman McCann P.C.