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Director Global Learning Development Jobs in Austin, TX

UCT

Director, Global Change Management

Manor, TX · On-site

$150 - $260/hr

The Director of Global Change Management will lead the strategic design, alignment, and execution ... Reporting to the Vice President of Global Learning and Organization Development. Duties and ...

Global Payments

Director, Business Development

Austin, TX

$90K - $104K/yr

Opportunities to grow your skills and build your career within a global business * Access to learning, development and on-the-job experiences that expand your expertise * A supportive, inclusive team ...

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Pwc

Tax Director - Global Information Reporting

Austin, TX · On-site

$150K - $438K/yr

... Tax Director - Global Information Reporting, you will play a pivotal role in guiding clients ... As a Director, you will set the strategic direction and lead business development efforts, making ...

Sonar

Director, Global Head of Recruiting

Austin, TX · On-site

Sonar is driving the future of agent-centric software development. As the leader in AI code ... We're looking for a Director, Head of Global Recruiting, based in our Austin, Texas HQ to lead the ...

Sonar

Director, Global Head of Recruiting

Austin, TX · On-site

$180 - $240/hr

Sonar is driving the future of agent-centric software development. As the leader in AI code ... We're looking for a Director, Head of Global Recruiting, based in our Austin, Texas HQ to lead the ...

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All JobsGlobal Learning Development JobsDirector Global Learning Development JobsDirector Global Learning Development Jobs in Austin, TX

Director Global Learning Development information

See Austin, TX salary details

$43.1K

$112.6K

$182.4K

How much do director global learning development jobs pay per year?

As of Aug 23, 2026, the average yearly pay for director global learning development in Austin, TX is $112,624.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,700.00 and $131,300.00 per year, depending on experience, location, and employer.

What is the difference between Director Global Learning Development vs Learning and Development Manager?

AspectDirector Global Learning DevelopmentLearning and Development Manager
CredentialsOften requires advanced degrees and extensive experience in learning strategiesTypically requires a bachelor's degree and relevant L&D certifications
Work EnvironmentStrategic, global focus with leadership responsibilities across multiple regionsOperational, team-focused role within specific departments or regions
Employer & Industry UsageCommon in multinational corporations, large organizationsFound in various industries, often within HR or training departments

The main difference is that the Director Global Learning Development oversees global learning strategies and leads large teams, while the Learning and Development Manager focuses on implementing training programs within specific areas or regions. The director role is more strategic and senior, often requiring broader experience and credentials.

What are the most commonly searched types of Global Learning Development jobs in Austin, TX?

The most popular types of Global Learning Development jobs in Austin, TX are:

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For Director Global Learning Development jobs in Austin, TX, the most frequently searched job titles are:

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Director Global Learning Development jobs near you

Director, Global Change Management

UCT Alumni Association

Manor, TX • On-site

Full-time

Posted 20 days ago

Job description

Join UCT and be part of the fastest-growing sector in the world! We indirectly touch every semiconductor chip that goes into every smartphone, smart car, and device that uses artificial intelligence. This is a critical time for the semiconductor industry and for UCT - as technology evolves, we evolve with it. UCT is a diverse workplace where every talented employee is committed to continuous innovation, challenging the status quo and exceeding customer expectations. If you are a person with a relentless drive to succeed, a strong focus on quality with a passion for success - join us today!
UCT is looking for a talented Director, Global Change Management to join us!
The Director of Global Change Management will lead the strategic design, alignment, and execution of organizational change initiatives across our global footprint. As major transformations-ranging from digital modernizations to structural updates-reshape how we operate, this role ensures our global workforce is equipped, engaged, and supported through transition.
This is a high-impact leadership position requiring deep expertise in change methodology, strong cultural fluency, and the ability to influence cross-functional executives.
Reporting to the Vice President of Global Learning and Organization Development.
Duties and Responsibilities:
Global Change Strategy & Governance
  • Design, scale, and own the enterprise-wide global change management framework, playbooks, and toolkits.
  • Partner with the Global VP of L&OD, Information and Technology, the Project Management Office, the Director of Talent Development, Corporate Communications, and executive leadership to assess global change capacity, building a holistic roadmap that minimizes change fatigue across regions.
  • Establish key performance indicators (KPIs) and metrics to measure change adoption, proficiency, and business impact.

Transformation Portfolio Leadership
  • Serve as the strategic advisor and lead change strategist for high-stakes enterprise initiatives (e.g., global ERP rollouts, operating model designs, M&A integrations).
  • Conduct comprehensive stakeholder analyses and impact assessments across diverse global regions to identify risks, resistance points, and cultural nuances.
  • Formulate targeted change strategies covering stakeholder alignment, communication, training, and risk mitigation.

Capability Building & Culture
  • Drive a culture of agility by upskilling HR partners, business leaders, and project managers in modern change management principles.
  • Establish and nurture a global Change Champion Network to localize initiatives and accelerate regional adoption.
  • Provide executive coaching to senior leaders, helping them act as visible and effective sponsors of change.

Cross-Functional Collaboration
  • Cross-Functionally Collaborate closely with Internal Communications, Information and Technology, the Project Management Organization, HR Business Partners, and Business Unit leaders to ensure seamless integration of change plans into overall project timelines.

Core Competencies:
  • Executive Presence & Influence: Ability to build instant credibility, influence without direct authority, and navigate complex executive dynamics.
  • Analytical Problem Solving: Competency in translating complex qualitative feedback and quantitative adoption metrics into actionable strategies.
  • Empathy & Communication: Exceptional communication skills with a high degree of emotional intelligence, ensuring global messaging is empathetic, transparent, and clear.
  • Organization Awareness & Assessment: Adept at methodically analyzing and assessing the readiness and impact of change efforts.

Education, Certifications, Requirements:
  • Education: Bachelor's degree in Organizational/Organization Development & Change Management, Human Resources, Business Administration, or a related field. Master's degree (MBA/MS/MPS) preferred.
  • Certifications: Prosci, ACMP (Certified Change Management Professional), or equivalent change management methodology certification is highly preferred.
  • Professional Background: 10+ years of progressive experience leading large-scale organizational change management, management consulting, or organizational development initiatives.
  • Global Scale: At least 4 years operating in a global or highly matrixed multi-national organization, with a proven track record of adapting strategies for regional and cultural nuances.
  • Transformation Track Record: Demonstrated experience guiding workforces through large-scale digital/technology transformations, structural realignments, or corporate turnarounds.
  • Travel: Up to 10%+ travel, international and domestic US.

Success Metrics (KPIs):
  • Time-to-Adoption (TTA): Average weeks/months to achieve target workforce adoption and proficiency across global sites post-launch.
  • Deployment Cycle Time: Reduction in end-to-end transformation timelines via scalable change frameworks and parallel-path rollout models.
  • Change Network Activation: % alignment and active engagement of regional Change Agents and site points of contact across the global footprint.
  • Framework Adherence Rate: % of enterprise-wide transformations utilizing standardized global change methodologies, playbooks, and governance.

Ultra Clean Technology is proud to be an equal-opportunity employer. We are committed to equal employment opportunity regardless of race, color, national or ethnic origin, age, religion, disability, sexual orientation, gender, gender identity and expression, marital status, and any other characteristic protected under laws and regulations.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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