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Director Learning Development Jobs in Indiana (NOW HIRING)

Asphalt Materials, Inc.

$120 - $160/hr

Job Overview The Sr. Director of Talent Management is the enterprise-wide leader of The Heritage ... Required: 7-10+ years of progressive experience in Talent Management, Learning & Development ...

Becton, Dickinson and Company

The Associate Director, Sales Training for Medical Essentials partners with the Medical Essentials ... development, and continuous learning programs. * Partner with Global Sales Process leadership to ...

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Director Learning Development information

What are the key skills and qualifications needed to thrive as a director of learning and development?

To thrive as a Director of Learning and Development, you need expertise in instructional design, organizational development, and adult learning theory, often supported by a degree in education, HR, or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications like CPLP or SHRM-CP is typically required. Strategic thinking, leadership, and strong communication skills help you drive change and foster a culture of continuous learning. These skills and qualities are crucial for aligning learning initiatives with business goals and ensuring workforce development.

What are the most common challenges faced by a director of learning and development when implementing new training programs across an organization?

One of the main challenges for Directors of Learning and Development is gaining buy-in from both leadership and employees for new training initiatives. Balancing diverse learning needs across different departments while ensuring consistency in delivery can also be complex. Additionally, measuring the effectiveness of programs and demonstrating their impact on business outcomes often requires careful planning and ongoing evaluation. Successful Directors typically overcome these challenges through strong communication, collaboration with stakeholders, and leveraging data-driven approaches to tailor and refine development strategies.

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

AspectDirector Learning DevelopmentLearning and Development Manager
CredentialsTypically requires a bachelor’s degree in education, HR, or related field; often prefers advanced certifications like CPLP or ATD certificationsSimilar educational background; certifications like CPLP or ATD are common but less frequently required
Work EnvironmentStrategic leadership role overseeing multiple teams or departments, involved in high-level planningOperational role focused on implementing training programs and managing teams
Employer & Industry UsageUsed in large organizations across various industries, especially where training is a strategic priorityCommon in organizations of all sizes, often as a mid-level position within HR or Learning departments

The main difference between a Director Learning Development and a Learning and Development Manager lies in scope and seniority. The Director typically leads strategic initiatives and manages multiple teams, while the Manager focuses on executing training programs and day-to-day operations. Both roles require similar credentials but differ in responsibilities and organizational level.

What does a director learning development do?

A director of learning development oversees the design, implementation, and evaluation of training programs to enhance employee skills and organizational performance. They often manage teams, collaborate with leadership, and utilize learning management systems to ensure effective training delivery and alignment with business goals.

What are the most commonly searched types of Learning Development jobs in Indiana?

The most popular types of Learning Development jobs in Indiana are:

What are popular job titles related to Director Learning Development jobs in Indiana?

For Director Learning Development jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Director Learning Development jobs in Indiana look for?

The top searched job categories for Director Learning Development jobs in Indiana are:

What cities in Indiana are hiring for Director Learning Development jobs?

Cities in Indiana with the most Director Learning Development job openings:

Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Indiana as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution.

Sr. Director of Talent Management

The Heritage Group

Indianapolis, IN • On-site

Full-time

Re-posted 17 days ago

Job description

About The Heritage Group
The Heritage Group is a fourth-generation, family-owned business focused on construction and materials, environmental services and specialty chemicals. Over the last 90+ years, the Heritage portfolio has grown to include more than 50 companies that employ more than 6,000 people. What unites this diverse group of businesses and individuals is our commitment to create a safer, more enriching, and sustainable world by harnessing the power of family.
The Sr. Director of Talent Management is the enterprise-wide leader of The Heritage Group's Talent Management group, accountable for setting a multi-year strategy and leading its execution across talent management, leadership and learning development, succession planning, organizational effectiveness, and early-in-career programs. Leading a multi-team function, this role establishes the governance, standards, and measurement frameworks that guide enterprise talent decisions, holds decision authority for portfolio design, budget, technology, and vendor partnerships, and partners with executive leadership and business unit HR to translate THG's business strategy into integrated talent and organizational solutions. Outcomes are measured by improvements in leadership bench strength, succession health, internal mobility, leader effectiveness, retention of high-potential talent, and the overall employee experience across the enterprise.This position is based in Indianapolis, IN, and is hybrid. Qualified candidates must currently reside in the Indianapolis, IN area or be willing to relocate.
Essential Functions
  • Own and evolve the enterprise Talent Management strategy and long-term (3-5 year) capability roadmap, integrating performance management, succession planning, leadership development, learning, organizational effectiveness, and early-in-career programs into a unified, enterprise-owned strategy aligned to THG's business priorities and workforce needs.
  • Lead a multi-team function -including the Talent Management, Early-in-Career, Learning & Development, and Talent Management partnership for Corp./Envita-setting direction, coaching leaders of leaders, growing leadership capability within the function, ensuring functional succession, and holding teams accountable for measurable outcomes.
  • Partner with the VP of People, executive leadership, HR Business Partners, and business unit executives to identify enterprise capability gaps, design integrated talent and organizational solutions, and counsel executives on capability risk, talent investments, and organizational design choices.
  • Oversee design, deployment, and continuous improvement of leadership, professional, and learning programs that scale across THG business units, levels, and audiences, with measurable impact on leader effectiveness, capability gaps, and bench readiness.
  • Direct the enterprise approach to performance management, calibration, succession planning, and talent reviews, ensuring data-informed decisions, consistent practices across the organization, and measurable improvement in bench strength, succession health, and internal mobility.
  • Set the strategy and own the measurable outcomes for early-in-career programs (e.g., internships, rotational and development programs), building a sustainable, diverse talent pipeline and strengthening the employer brand across THG and its operating companies.
  • Hold enterprise governance and decision authority for the Talent Management portfolio-approving program design standards, technology investments, and policy-and chair the talent governance forums that align stakeholders on priorities, standards, and measurement frameworks.
  • Own the Talent Management functional operating budget, vendor selection and oversight, and external partnerships; serve as the accountable owner for portfolio-level resource allocation and ensure investments deliver measurable value.
  • Establish portfolio-level measurement and reporting-including bench strength, succession health, internal mobility rate, leadership readiness, retention of high-potential talent, and program ROI-and serve as an enterprise thought leader on talent and organizational effectiveness trends, shaping THG's people strategy and representing the function externally.
  • Additional duties and responsibilities as assigned, including but not limited to continuously growing in alignment with the Company's core values, competencies, and skills.
Education Qualifications
  • Required Bachelor's Degree Human Resources, Organizational Development, Business, Industrial/Organizational Psychology, or related field
  • Preferred Master's Degree

Experience Qualifications
  • Required 7-10+ years of progressive experience in Talent Management, Learning & Development, Organizational Development, or related Human Resources disciplines, including enterprise-scale program ownership.
  • Required 5+ years of leadership experience managing multiple teams and leaders of leaders within HR, talent, or L&D functions, with accountability for functional strategy, budget, and outcomes.
  • Required Demonstrated experience setting multi-year (3-5 year) enterprise talent strategy and translating it into integrated portfolio execution across talent management, succession planning, and leadership development.
  • Required Experience influencing executive leadership on enterprise capability investments, governance, vendor oversight, and organizational design choices tied to business outcomes.
  • Required Experience leading enterprise change management, organizational effectiveness, and process improvement initiatives across multiple business units, with measurable impact on adoption and performance.
  • Preferred Experience leading talent functions in a multi-business-unit, multi-site, or holding-company environment.
  • Preferred Experience building or relaunching early-in-career, internship, or rotational development programs.
  • Preferred Experience selecting, implementing, and optimizing talent technology platforms (LMS, performance, succession, or career development tools).
  • Preferred Experience leveraging talent and learning analytics to influence decisions and demonstrate program impact.

Skills and Abilities
  • Knowledge
  • In-depth understanding of enterprise talent management, organizational effectiveness, learning, and succession practices; mastery of governance, measurement, and HR policy frameworks required to guide a multi-team function, ensure compliance, and align talent investments to business strategy.
  • Skills
  • Strong skill in setting long-term talent strategy, leading leaders, exercising governance and budget authority, evaluating vendor and technology decisions, and improving enterprise processes related to talent, learning, and organizational effectiveness.
  • Abilities
  • Ability to lead a multi-team function through subordinate people leaders, make enterprise-level decisions under ambiguity, balance long-term capability building with operational delivery, and drive measurable outcomes in bench strength, succession health, internal mobility, and leader effectiveness.

Licenses and Certifications
  • SHRM-SCP, SPHR, or equivalent senior HR certification. Preferred
  • Certifications in talent assessments, executive coaching, or learning design (e.g., Hogan, DDI, ATD, ICF, Korn Ferry). Preferred

Working Conditions/Physical Demands
  • Work Environment
  • Primary work is performed in a professional office environment using standard office equipment such as computers, phones, and video conferencing tools.
  • Hybrid work arrangement supported, with regular in-office presence required to support collaboration, facilitation, and stakeholder engagement.
  • Schedule Expectations
  • Standard business hours, Monday through Friday, with occasional flexibility required to support program delivery, time-sensitive talent processes, or stakeholders across multiple time zones.
  • Travel Requirements
  • Up to 25% travel expected to business unit locations, learning events, and external conferences.
  • Physical Demands
  • Prolonged periods of sitting at a desk and working on a computer.
  • Occasional standing, walking, and the ability to lift up to 15 pounds (e.g., laptop, training materials).

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
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