Description

Why RTIRTI International is an independent, scientific research institute dedicated to improving the human condition. Our vision is to address the world's most critical problems with technical and science-based solutions in pursuit of a better future. Clients rely on us to answer questions that demand an objective and multidisciplinary approach—one that integrates expertise across social, statistical, data, and laboratory sciences, engineering, and other technical disciplines to solve the world’s most challenging problems.We believe in the promise of science and technical solutions, and we push ourselves every day to deliver on that promise for the good of people, communities, and businesses in the US and around the world. If you are looking for the opportunity to make a real difference, RTI is the place for you. About the Hiring GroupThis position is within the Culture and Experience team within Human Resources. Culture and Experience aligns groups across RTI to enhance culture and accelerate business outcomes in service of RTI’s mission. This team serves as strategic change advisors and delivers talent and leadership development programming for the institute. This position will report to the VP, Culture and Experience. What You'll DoThe Senior Director, Talent Development & Enterprise Learning is responsible for setting and executing the organization’s enterprise learning, leadership and talent development strategy to build critical capabilities and strengthen the leadership pipeline and capabilities across the organization. This role leads the design and implementation of strategic learning initiatives that support business strategy, organizational development and performance, and workforce readiness. This position is RTP, NC headquarters based and may be hybrid within commuting distance. Relocation may be considered. The Senior Director leads and develops a team responsible for enterprise learning programs, leadership and talent development initiatives. In partnership with the executive leadership team and HR leaders, this role leads the organization’s succession planning and talent review process, ensuring strong leadership continuity and the development of future leaders and high-potential talent. This position plays a key role in shaping a culture of continuous learning, leadership excellence, and internal talent mobility, and develops leadership capacity strategically and at scale, enabling leaders to execute through disruption, organizational complexity, and transformation. In addition to providing comprehensive support for employee growth, the Senior Director ensures seamless alignment of talent development efforts with the company's mission and values, fostering a learning environment that significantly contributes to the company's long-term success. Accountable for shifting talent development from episodic program delivery to enterprise capability building, the Senior Director ensures development directly contributes to strategic execution, leadership effectiveness, and sustained organizational performance. Essential Duties: Develop and lead the organization’s enterprise learning and development strategy aligned with business goals and workforce capability needs translating enterprise strategy into clear leadership and capability requirements. Lead, mentor, and develop the Talent Development team, ensuring effective delivery of programs and alignment with organizational priorities. Build a cohesive leadership development architecture across levels (frontline through senior leaders) that enables sustained behavior change (not one-time events) and strengthens leadership readiness for transformation and growth. Embed daily leadership practices (e.g., leading through disruption, decision-making in ambiguity, accountability and ownership, and inclusive, values-driven leadership) that build enterprise leadership capacity at scale. Lead the organization’s enterprise succession planning and talent review processes, partnering with executive leadership and HR Business Partners to identify high-potential talent, assess leadership readiness, and develop robust succession pipelines for key leadership roles. Partner with HR Business Partners and business leaders to identify capability gaps and design targeted development initiatives to address organizational needs. Oversee enterprise learning programs focused on professional development, technical skills, leadership capability, and career growth. Apply adult learning science and modern capability-building methods to ensure relevance, transfer of learning, and measurable behavior change; reduce reliance on off-the-shelf content in favor of strategic, applied learning tied to real business work. Lead initiatives that support organizational transformation, leadership effectiveness, and workforce development. Oversee the content of the learning management system (LMS) and other learning technologies to ensure effective delivery, tracking, learning transfer, performance support, and evaluation of learning programs. Establish metrics and reporting to evaluate the effectiveness of learning programs and succession planning efforts, using insights to drive continuous improvement. Establish a measurement framework that moves beyond participation and satisfaction to demonstrate business impact (e.g., leadership effectiveness indicators, internal mobility/readiness, engagement and retention signals, and correlations to business performance); use data to continuously refine strategy. Manage relationships with external learning vendors, consultants, and development partners. Manage budget, vendors, and external partners with strong ROI discipline; source and negotiate partner support as needed to accelerate capability building and change execution. Stay current on industry trends, learning technologies, and best practices in leadership and workforce development. Dynamic Development: Oversee the company's performance enablement and development processes (e.g., Dynamic Development) ensuring lead, manager, and employee practices are reinforced through tools, communication, training, and consulting support. Provide enterprise consultation and diagnostics to identify leadership and capability gaps (e.g., needs analysis, engagement inputs, focus groups, and change insights) and translate findings into targeted, business-relevant interventions and leader routines. Conduct ongoing effectiveness and ROI reviews of major investments, using insight to improve learning transfer, scale what works, and stop or redesign low-impact activity. What You'll NeedMinimum Required Qualifications Bachelor's Degree and 20 years of experience, Master's degree and 16 years of experience, PhD and 12 years of experience, or equivalent combination of education and experience. 10 years of experience in learning and development strategy, leadership development, and adult learning. Prior senior leadership experience managing a team and global talent development initiatives. Must be eligible to work in the US without sponsorship now or in the future. Preferred Qualifications: Advance degree or certification in Adult Learning Sciences, Human Resources Organizational Development or Business Management. Required Skills and Abilities: Extensive expertise in modern learning and development strategy, leadership development, and adult learning principles. Demonstrated ability to lead and develop teams responsible for enterprise learning and talent development initiatives. Strong strategic thinking and the ability to align learning strategies with business priorities. Ability to partner effectively with senior leaders and influence stakeholders across the organization. Strong leadership, coaching, and team development skills. Excellent communication, facilitation, and executive presentation skills. Strong understanding of organizational systems, strategy execution, and HR integration. Ability to work with learning technologies, including learning management systems and digital learning platforms. Strong analytical skills with the ability to use metrics and insights to evaluate program impact and inform decisions. Ability to embed learning into broader transformation efforts. Ability to align learning investments to business outcomes. Ability to manage multiple complex initiatives and drive change in a dynamic environment. High level of collaboration, emotional intelligence, and organizational awareness. Demonstration of the RTI Values and Lead Forward behaviors by all employees is critical to the Institute’s success. Behaviors associated with our Values and Lead Forward can been found on RTI Insider and Careers page. #LI-EP1 EEO & Pay Equity StatementsFor San Francisco, CA USA Job Postings Only: Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Further information is available here. RTI accepts applications to our job openings from candidates with criminal histories or conviction records in accordance with all applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. For Applicants in Massachusetts Only: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. The anticipated pay range for this role is listed below. Our pay ranges represent national averages and may vary by location as a geographic differential may be applied to some locations within the United States. RTI considers multiple factors when making an offer including, for example: established salary range, internal budget, business needs, and education and years of work experience possessed by the applicant. Further, salary is merely one element to our offer.At RTI, we demonstrate our commitment to rewarding individual and team achievement through a total rewards package. This package includes (among other things) a competitive base salary, a generous paid time off policy, merit based annual increases, bonus opportunities and a robust recognition program. Other benefits include a competitive range of insurance plans (including health, dental, life, and short-term and long-term disability), access to a retirement savings program such as a 401(k) plan, paid parental leave for all parents, financial assistance with adoption expenses or infertility treatments, financial reimbursement for education and developmental opportunities, an employee assistance program, and numerous other offerings to support a healthy work-life balance. Equal Pay Act Minimum/Range213,000 - 263,000

Responsibilities

The Senior Director, Talent Development & Enterprise Learning is responsible for setting and executing the organization’s enterprise learning, leadership and talent development strategy to build critical capabilities and strengthen the leadership pipeline and capabilities across the organization. This role leads the design and implementation of strategic learning initiatives that support business strategy, organizational development and performance, and workforce readiness. This position is RTP, NC headquarters based and may be hybrid within commuting distance. Relocation may be considered. The Senior Director leads and develops a team responsible for enterprise learning programs, leadership and talent development initiatives. In partnership with the executive leadership team and HR leaders, this role leads the organization’s succession planning and talent review process, ensuring strong leadership continuity and the development of future leaders and high-potential talent. This position plays a key role in shaping a culture of continuous learning, leadership excellence, and internal talent mobility, and develops leadership capacity strategically and at scale, enabling leaders to execute through disruption, organizational complexity, and transformation. In addition to providing comprehensive support for employee growth, the Senior Director ensures seamless alignment of talent development efforts with the company's mission and values, fostering a learning environment that significantly contributes to the company's long-term success. Accountable for shifting talent development from episodic program delivery to enterprise capability building, the Senior Director ensures development directly contributes to strategic execution, leadership effectiveness, and sustained organizational performance. Essential Duties: Develop and lead the organization’s enterprise learning and development strategy aligned with business goals and workforce capability needs translating enterprise strategy into clear leadership and capability requirements. Lead, mentor, and develop the Talent Development team, ensuring effective delivery of programs and alignment with organizational priorities. Build a cohesive leadership development architecture across levels (frontline through senior leaders) that enables sustained behavior change (not one-time events) and strengthens leadership readiness for transformation and growth. Embed daily leadership practices (e.g., leading through disruption, decision-making in ambiguity, accountability and ownership, and inclusive, values-driven leadership) that build enterprise leadership capacity at scale. Lead the organization’s enterprise succession planning and talent review processes, partnering with executive leadership and HR Business Partners to identify high-potential talent, assess leadership readiness, and develop robust succession pipelines for key leadership roles. Partner with HR Business Partners and business leaders to identify capability gaps and design targeted development initiatives to address organizational needs. Oversee enterprise learning programs focused on professional development, technical skills, leadership capability, and career growth. Apply adult learning science and modern capability-building methods to ensure relevance, transfer of learning, and measurable behavior change; reduce reliance on off-the-shelf content in favor of strategic, applied learning tied to real business work. Lead initiatives that support organizational transformation, leadership effectiveness, and workforce development. Oversee the content of the learning management system (LMS) and other learning technologies to ensure effective delivery, tracking, learning transfer, performance support, and evaluation of learning programs. Establish metrics and reporting to evaluate the effectiveness of learning programs and succession planning efforts, using insights to drive continuous improvement. Establish a measurement framework that moves beyond participation and satisfaction to demonstrate business impact (e.g., leadership effectiveness indicators, internal mobility/readiness, engagement and retention signals, and correlations to business performance); use data to continuously refine strategy. Manage relationships with external learning vendors, consultants, and development partners. Manage budget, vendors, and external partners with strong ROI discipline; source and negotiate partner support as needed to accelerate capability building and change execution. Stay current on industry trends, learning technologies, and best practices in leadership and workforce development. Dynamic Development: Oversee the company's performance enablement and development processes (e.g., Dynamic Development) ensuring lead, manager, and employee practices are reinforced through tools, communication, training, and consulting support. Provide enterprise consultation and diagnostics to identify leadership and capability gaps (e.g., needs analysis, engagement inputs, focus groups, and change insights) and translate findings into targeted, business-relevant interventions and leader routines. Conduct ongoing effectiveness and ROI reviews of major investments, using insight to improve learning transfer, scale what works, and stop or redesign low-impact activity

Qualification

Minimum Required Qualifications Bachelor's Degree and 20 years of experience, Master's degree and 16 years of experience, PhD and 12 years of experience, or equivalent combination of education and experience. 10 years of experience in learning and development strategy, leadership development, and adult learning. Prior senior leadership experience managing a team and global talent development initiatives. Must be eligible to work in the US without sponsorship now or in the future. Preferred Qualifications: Advance degree or certification in Adult Learning Sciences, Human Resources Organizational Development or Business Management. Required Skills and Abilities: Extensive expertise in modern learning and development strategy, leadership development, and adult learning principles. Demonstrated ability to lead and develop teams responsible for enterprise learning and talent development initiatives. Strong strategic thinking and the ability to align learning strategies with business priorities. Ability to partner effectively with senior leaders and influence stakeholders across the organization. Strong leadership, coaching, and team development skills. Excellent communication, facilitation, and executive presentation skills. Strong understanding of organizational systems, strategy execution, and HR integration. Ability to work with learning technologies, including learning management systems and digital learning platforms. Strong analytical skills with the ability to use metrics and insights to evaluate program impact and inform decisions. Ability to embed learning into broader transformation efforts. Ability to align learning investments to business outcomes. Ability to manage multiple complex initiatives and drive change in a dynamic environment. High level of collaboration, emotional intelligence, and organizational awareness. Demonstration of the RTI Values and Lead Forward behaviors by all employees is critical to the Institute’s success. Behaviors associated with our Values and Lead Forward can been found on RTI Insider and Careers page. #LI-EP1