Regional Learning Development Director Jobs in California

The Regional Learning & Development Manager serves as a strategic learning and Capability partner for both partner and craft employees, translating enterprise and regional talent and capability strategies into measurable business outcomes. This role partners closely with regional business leaders, the Regional HR Vice President, and HR Business Partners (HRBPs) to diagnose capability and learning gaps, enable leaders, and ensure that enterprise programs—spanning leadership development, performance, and succession—are effectively adopted and embedded in day-to-day operations.

At its core, this role focuses on capability outcomes, leader effectiveness, and sustained behavior change, while ensuring strong regional execution of learning strategies and solutions.

Capability Diagnosis & Business Alignment

• Partner with regional leadership and HRVP/HRBPs to identify business priorities, talent risks, and capability gaps and translate those insights into a Top Talent and capability strategy that supports regional business plans.
• Partner with HRBPs and business leaders  to diagnose root causes of skill, leadership, process, and structure gaps; determine when learning is the right solution and  translate insights into clear capability priorities and development strategies and action plans.

Deployment of Talent & Capability Solutions

• Use talent review and business insights to identify development needs and translate into actions that address those needs.  
• Align across Regional Leaders and National Learning & Development to tailor enterprise content and programs for region-specific needs while maintaining enterprise standards; act as a connector between National L&D and business leaders/HRBPs to ensure national strategy is effectively executed in the Region.
• Provide consultative guidance on learning priorities, solutions, and strategy, including oversight of the regional training calendar and partnerships with internal/external resources to maximize learning impact.

Leader Enablement & Adoption

• Enable leaders to effectively apply enterprise frameworks and tools in practical ways that improve day to day learning effectiveness .
• Build internal teaching and coaching capability (e.g., train-the-trainer, peer groups, cohorts, and communities of practice) with a focus on leader enablement rather than direct program ownership.
• Reinforce learning and capability application through ongoing engagement, manager ownership, peer reinforcement and long-term plans for applying key learnings in the business.

Talent System Integration & Change Support

• Leverage trends and themes emerging from regional talent reviews to align capability-building priorities and actions with identified business and talent needs.
• Partner with change management resources and reinforce the organization’s change philosophy by enabling leaders and teams to adopt new ways of working and strengthen role clarity; apply enterprise OD/OE principles where appropriate.
• Proactively plan and facilitate targeted working sessions (e.g., leadership alignment, capability application, cohort and peer group sessions) with business leaders and/or HRBPs to address key talent opportunities.

Program Planning, Measurement & Training Support

• Partner with HRBPs and business leaders to monitor capability adoption and behavior change, capability growth, track progress against defined success measures, and adjust plans based on insights.
• Oversee analysis of learner feedback and other data, set program metrics and goals, and monitor performance metrics including adoption, behavior change, capability growth, and business impact where feasible to drive continuous improvement of regional development solutions.
• Drive analysis of workforce knowledge and skills required to deliver on the organization’s strategy and adjust capability plans accordingly.
• Select and manage resources (internal and external), build a network of subject matter experts, and manages the regional training budget to support regional capability priorities effectively.
• Partner with Regional HR and the extended L&D team to align solutions with business needs, leverage existing solutions and LMS capabilities and ensure clear communication of learning opportunities and available resources.
• Support and, when needed, facilitate key learning experiences (e.g., leadership sessions, peer groups) to model effective practice and reinforce enterprise capability frameworks; travel within the region to jobsites, meetings, and training events as needed.
• Directly lead and develop at least one L&D Specialist, including setting priorities, coaching performance, building capability, and ensuring high-quality execution across strategic and operational work.