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Director Learning Development Jobs in Toronto, ON

The Foray Group

Learning Strategies Manager

Markham, ON · On-site

CA$80K - CA$116K/yr

Senior Operations Director, CFEL Direct Reports: Learning Strategies department roles and assigned ... Take advantage of our professional development programs, including training, certifications, annual ...

Foray Group

Learning Strategies Manager

Markham, ON

CA$80K - CA$116K/yr

Senior Operations Director, CFEL Direct Reports: Learning Strategies department roles and assigned ... Professional Development: We are committed to your growth. Take advantage of our professional ...

CIBC

Director, Application Development

Toronto, ON · On-site +1

As a Chapter Lead, Application Development, you'll lead and develop a team of software engineers ... learning and engineering best practices. You'll partner with product, architecture, security ...

Torys LLP

Database Administrator

Toronto, ON · On-site +1

... the development of procedures and create supporting documentation. * Stay abreast of new ... Jenny Tavares, Director, Human Resources at jtavares@torys.com. All offers of employment are ...

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All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in Toronto, ON

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 Toronto, ON?

The most popular types of Learning Development jobs in Toronto, ON are:

What job categories do people searching Director Learning Development jobs in Toronto, ON look for?

The top searched job categories for Director Learning Development jobs in Toronto, ON are:

What cities near Toronto, ON are hiring for Director Learning Development jobs?

Cities near Toronto, ON with the most Director Learning Development job openings:

Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Toronto, ON as of August 2026, with employment types broken down into 95% Full Time, and 5% Part Time. Highlights an 95% In-person, and 5% Remote job distribution.

Senior Specialist, Global Talent & Learning

Armstrong Fluid Technology

Toronto, ON • On-site

Other

Posted 11 days ago

Key responsibilities

  • Support the design, implementation, and continuous improvement of talent management, organizational capability, and learning & development initiatives.

  • Partner with HR, business leaders, and subject matter experts to identify capability requirements, develop talent pipelines, and support succession planning.

  • Support the development and delivery of leadership, technical, and functional academies, including designing learning content and facilitating learning sessions.

Job description

Imagine working at the forefront of innovation in fluid-flow technology, with colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is more than just a leader in our industry; we are a community of the brightest and most creative minds, driven by a shared mission to engineer the future and safeguard our planet.
As part of our team, you'll be immersed in an environment that fosters growth, creativity, and collaboration. Here, you'll have the opportunity to push boundaries, tackle exciting challenges, and develop cutting-edge solutions that promote energy efficiency and reduce environmental impact. Every day offers the chance to make a meaningful contribution to a more sustainable future, driving innovations that help lower global carbon footprints. Together, we’re creating a legacy that goes beyond business—one that’s changing the world for the better.


The Senior Specialist, Global Talent & Learning supports the design, implementation, and continuous improvement of Armstrong Fluid Technology's talent management, organizational capability, and learning & development initiatives.

Working closely with HR, business leaders, and functional subject matter experts across Armstrong's global operations, the role supports the identification of critical capabilities, development of talent pipelines, succession planning, leadership development, competency frameworks, and learning solutions.


The role is suited to a professional who combines Talent Management, L&D, organizational development, project management, analytics, and business partnering capabilities and can translate business requirements into practical, scalable talent solutions.


Key Responsibilities (but not limited to)


        Talent Management & Succession Planning

        • Support the design, implementation, and continuous improvement of Armstrong's global talent management strategy and processes.
        • Coordinate and facilitate the annual Talent Review and Succession Planning process.
        • Partner with regional HR teams and business leaders to identify talent & support the development of succession plans for critical leadership, technical, engineering, commercial, operational, and functional roles.
        • Support the development of targeted development plans for successors and high-potential talent.
        • Support internal mobility and career development initiatives.

        Leadership, Technical & Functional Academies

        • Support the development and execution of Armstrong's annual learning and development priorities.
        • Conduct learning and capability needs assessments in partnership with HR and business leaders.
        • Support the development and ongoing delivery of Armstrong's Leadership, Technical, and Functional Academies in partnership with business and functional leaders.
        • Work with business leaders and subject matter experts to identify capability requirements for key roles and functions.
        • Support the design of structured learning journeys aligned with career levels, roles, and required competencies.
        • Translate technical and functional expertise into structured learning content, curricula, workshops, and development experiences.
        • Support the development of leadership learning journeys for frontline leaders, managers, directors, and emerging leaders.
        • Partner with subject matter experts to identify internal knowledge and expertise that can be leveraged through academy programs.
        • Support the development of blended learning solutions incorporating like Instructor-led learning, workshops, digital learning etc.
        • Facilitate workshops, academy sessions, and learning interventions for leaders, managers, technical experts, and functional teams.
        • Design and deliver engaging facilitator-led sessions that encourage participation, practical application, and knowledge sharing.
        • Coach internal subject matter experts and leaders to strengthen their facilitation effectiveness and consistency across academy programs.

        Organizational Capability & Competency Management

        • Support the development and maintenance of competency and capability frameworks.
        • Conduct job analysis to identify the knowledge, skills, behaviours, and technical capabilities required for critical roles.
        • Develop competency profiles and proficiency levels in partnership with functional experts.
        • Identify current and future capability requirements based on business strategy and organizational priorities.
        • Conduct capability gap assessments and translate findings into development priorities.
        • Support career architecture and career pathway initiatives.

        Early Career & Graduate Development

        • Support Armstrong's Graduate Development Program and other early-career talent initiatives.
        • Coordinate structured learning and development components of rotational programs.
        • Support the development of learning objectives and capability expectations for each rotation.
        • Coordinate assessments, development plans, mentoring, and program feedback.
        • Support career planning and progression for high-performing graduates.
        • Partner with business leaders to strengthen Armstrong's future engineering, commercial, and technical talent pipeline.

        Performance & Development

        • Support continuous improvement of Armstrong's performance management process.
        • Help strengthen the connection between performance, potential, development, and succession.
        • Support managers in developing meaningful employee development plans.
        • Analyze performance and talent data to identify recurring organizational capability gaps.
        • Support talent calibration and development discussions.
        • Ensure development objectives are connected to organizational, functional, and individual priorities.

        Talent Analytics & Reporting

        • Develop and maintain meaningful talent and L&D reporting to support evidence-based decision-making & monitor talent metrics
        • Support strategic Talent and L&D projects from planning through implementation.
        • Develop project plans, timelines, milestones, stakeholder maps, and communication plans.
        • Prepare presentations, recommendations, business cases, and reports for HR and business leadership.

        Qualifications

          • Bachelor's degree in Human Resources, Organizational Development, Business, Psychology, Education, or a related discipline.
          • 5+ years of progressive experience in Talent Management, Learning & Development, Organizational Development, HR, or a related field.
          • Experience in a manufacturing, industrial, engineering, technology, or other technically complex organization is strongly preferred.
          • Experience with talent reviews, succession planning, competency frameworks, leadership development, and learning programs.
          • Experience supporting technical, functional, or leadership development programs.
          • Strong project management and facilitation capabilities.
          • Experience working with senior leaders, managers, and cross-functional stakeholders.
          • Experience with HR technology, learning platforms, performance systems, or talent management systems.
          • Experience with psychometric or talent assessment tools is an asset.