Director Of Learning And Development Jobs in Rhode Island

Posting Details
Position Information
Posting Number
SF02175
Job Title
Assistant Director, Learning & Development
Position Number
Job code # (101927)
FTE
1.00
FLSA
Exempt
Position Type
Professional Staff
Union
Non-Union Non-Classified Staff
Pay Grade Level
12
Pay Grade Range
$80,000 - $100,000
Status
Calendar Year, Full-time, Permanent
Department Information
Department
Human Resources
Contact(s)
Contact Phone/Extension
Contact Email
Physical Demands
Campus Location
Kingston
Grant Funded
Yes
Extension Contingency Notes
Job Description Summary
The search will remain open until the position has been filled.
________________________________________________________________________________________________
POSITION SUMMARY:
The Assistant Director, Learning & Development is responsible for designing, developing, and delivering talent development programs that strengthen leadership capability, support employee growth, and advance professional learning for faculty and staff. Reporting to the Director of Talent, this role partners with university leaders, Human Resources colleagues, and subject matter experts to implement the University's talent development strategy by creating meaningful learning experiences that foster a culture of continuous learning and support the University's mission, values, and strategic priorities.
Serving as the functional lead for Workday Learning and related learning technologies, the Assistant Director of Learning & Development develops learning pathways, leadership and manager development programs, onboarding curriculum, and professional development opportunities. This role coordinates learning resources, supports communities of practice, evaluates learning outcomes, and helps build a sustainable learning ecosystem that enables faculty and staff to grow, contribute, and succeed throughout their careers at URI.
Duties and Responsibilities
Key Responsibilities:
Learning Culture & Employee Development: Promote a culture of continuous learning by increasing awareness, participation, and engagement in professional development opportunities, learning resources, and career development initiatives.
Onboarding & Learning Integration: Partner with the Talent Engagement team to develop onboarding curriculum, new supervisor learning, orientation resources, and learning pathways that support successful employee transitions and long-term success.
Compliance & Required Learning: Coordinate required learning initiatives by partnering with content owners across the University to administer, assign, track, and report on compliance-related training and required learning.
Leadership & Manager Development: Design, coordinate, and facilitate leadership and manager development programs that strengthen supervisory effectiveness, coaching, communication, performance management, employee development, and leadership capability.
Professional Learning Programs: Develop and manage professional development programs, learning pathways, workshops, learning series, and development opportunities that support career growth and continuous learning across the University.
Communities of Practice: Establish and support communities of practice that encourage collaboration, knowledge sharing, innovation, and continuous professional learning among faculty and staff.
Learning Technology Administration: Serve as the functional administrator for Workday Learning and related learning technologies, including learning assignments, course administration, governance, reporting, user support, and administration of LinkedIn Learning.
Learning Analytics & Continuous Improvement: Evaluate learning effectiveness through participation data, learning analytics, stakeholder feedback, and assessment outcomes to continuously improve learning programs and employee development initiatives.
University Partnership & Consultation: Partner with academic and administrative leaders to assess learning needs, identify capability gaps, and recommend learning solutions that support departmental priorities and institutional goals.
Learning Experience Design: Design, develop, and coordinate learning experiences by partnering with subject matter experts, external facilitators, digital learning platforms, and instructional design resources to deliver engaging, scalable, and impactful development opportunities.
SKILLS & COMPETENCIES:
• Learning Program Design: Ability to design and implement learning programs, development pathways, and learning experiences that support employee growth and organizational capability.
• Leadership Development: Ability to develop and coordinate programs that strengthen leadership effectiveness, supervisory skills, coaching, and employee development.
• Adult Learning Principles: Knowledge of adult learning theory and the ability to create engaging and meaningful learning experiences.
• Learning Culture Development: Ability to foster a culture of continuous learning through communication, engagement strategies, and development opportunities.
• Learning Technology Management: Ability to administer and optimize learning management systems, Workday Learning, LinkedIn Learning, and related technologies.
• Facilitation & Presentation Skills: Ability to facilitate workshops, development sessions, communities of practice, and learning events with confidence and professionalism.
• Stakeholder Partnership: Ability to build collaborative relationships and influence outcomes across academic and administrative units.
• Project Management: Ability to manage multiple learning initiatives, priorities, and timelines while ensuring successful execution.
• Data Analysis & Program Evaluation: Ability to analyze participation, engagement, and effectiveness data to assess learning outcomes and drive improvement.
• Communication Skills: Strong verbal and written communication skills with the ability to translate complex concepts into practical learning solutions.
• Adaptability & Innovation: Ability to identify emerging learning needs and develop creative approaches to employee development.
• Compliance & Governance Awareness: Understanding of learning governance, compliance training requirements, and administrative processes related to employee development.
Required Qualifications
• Bachelor's degree required.
• Minimum of five (5) years of progressively responsible experience in learning and development, talent development, organizational development, training, human resources, higher education administration, or a related field.
• Experience designing and implementing employee development programs.
• Experience facilitating training, workshops, or development programs.
• Experience working with learning management systems or learning technologies.
Preferred Qualifications
• Master's degree in Human Resources, Organizational Development, Adult Learning, Higher Education Administration, Instructional Design, or a related field.
• Experience in higher education or another complex organization.
• Experience with Workday Learning or similar learning management systems.
• Experience supporting leadership development and manager effectiveness programs.
• Professional certifications such as SHRM, ATD, CPTD, or related credentials.
Environmental Conditions
Posting Date
07/10/2026
Closing Date
Special Instructions to Applicants
Quicklink for Posting
https://jobs.uri.edu/postings/16827