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Temporary Vice President Learning Development Jobs in Michigan

Angle Advisors

Vice President

Birmingham, MI · On-site

$120 - $150/hr

We offer a collegial, entrepreneurial work environment along with an intensive learning experience ... in the development and training of junior resources; * Prepare and present marketing pitches ...

Stout Risius Ross, LLC

Vice President

Detroit, MI · On-site

Seeking a Vice President/Sr. Vice President for our growing Accounting & Reporting Advisory ... To foster employee development we offer ongoing training and learning opportunities, employee ...

Search Connections

VP of Operations

Detroit, MI · On-site

$186K - $225K/yr

Work collaboratively with Senior VP of Sales in establishing the annual budget and goal development processes to ensure sales and profitability growth * Attend Executive Leadership meetings ...

Utilidata

VP, AI & Applications

Ann Arbor, MI · On-site +1

$230K - $290K/yr

Drive technical co-development with strategic technology partners across hardware, firmware, and ... learning, or signal processing * Demonstrated experience in algorithms and decision-making ...

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Temporary Vice President Learning Development information

What is the difference between Temporary Vice President Learning Development vs Learning and Development Manager?

AspectTemporary Vice President Learning DevelopmentLearning and Development Manager
CredentialsTypically requires senior-level certifications, advanced degrees, and extensive leadership experienceRequires relevant certifications and experience in training or HR, often a bachelor's or master's degree
Work EnvironmentExecutive-level setting, strategic planning, cross-departmental leadershipOperational role, focuses on training program implementation and team management
Employer & Industry UsageUsed in large corporations, consulting firms, or organizations needing interim executive leadershipCommon in various industries for managing employee development programs

The Temporary Vice President Learning Development is a senior leadership role focused on strategic initiatives and organizational growth, often serving as an interim executive. In contrast, the Learning and Development Manager handles day-to-day training operations and team management. While both roles require expertise in learning strategies, the VP position emphasizes strategic oversight and executive decision-making, whereas the manager role is more operational and team-focused.

What job categories do people searching Temporary Vice President Learning Development jobs in Michigan look for?

The top searched job categories for Temporary Vice President Learning Development jobs in Michigan are:

What cities in Michigan are hiring for Temporary Vice President Learning Development jobs?

Cities in Michigan with the most Temporary Vice President Learning Development job openings:

Temporary Vice President Learning Development jobs near you

Vice President / Organizational Development

Goodwill Industries of Southwestern Michigan

Kalamazoo, MI • On-site

Full-time

Posted 2 days ago

New

Job description

Demonstrated experience leading enterprise-wide organizational transformation initiatives.
Required Qualifications amp; ExperienceGoodwill Industries of Southwestern Michigan

Vice President / Organizational Development

Position title: Vice President / Organizational Development
Classification: Executive Leadership Staff
Supervised by: CEO
Supervises: Human Resources Team

WHY WORK FOR GOODWILL?

Ready for a career with impact? Goodwill Industries of Southwestern Michigan (Goodwill SWMI) gives you the opportunity to have influence in your local community while building your professional skills. Goodwill SWMI is a complex enterprise offering a wide range of career opportunities. Our organization rewards creativity and innovation, while offering competitive pay and a
comprehensive benefits package. Our team members enjoy a unique work environment that is professional, fast paced and fulfilling.

ABOUT THE ORGANIZATION

Goodwill SWMI is a 501(c) (3) nonprofit organization headquartered in Kalamazoo, Michigan. Our 260 dedicated team members help achieve our mission of improving the community by providing employment, education, training, and support services tailored to individual needs across a six-county territory. At Goodwill SWMI, the work we do is effective in the lives of the individuals we serve and, in turn, in the communities in which we live.
Goodwill SWMI manages eleven retail stores (with attached, attended donation centers and one stand-alone donation center), E-Comm, Contract Manufacturing Operations as well as Custodial amp; Janitorial business units. These business operations provide stability to our organization that is not always enjoyed by nonprofit organizations solely funded by outside sources.
Our organization’s values shape our culture and guide our interactions with program participants, customers, community, and one another. Our shared commitment to Living the Mission; Promoting Teamwork; Driving Collaboration; Taking Responsibility for our Actions and Behaviors; Respecting and Appreciating Others is what makes us successful and inspires all that we do.

Want to learn more about Goodwill SWMI? Go to our website at: www.goodwillswmi.org

Position Summary
The Vice President of Organizational Development (VP of OD) serves as a strategic executive responsible for designing, leading, and implementing organization-wide initiatives that strengthen leadership, workforce capability, organizational effectiveness, culture, employee engagement, and change management. This executive partners closely with senior leadership to align people strategies with business objectives while ensuring the organization has the leadership capacity, talent infrastructure, and culture necessary to achieve long-term success.
The VP of Organizational Development provides vision and direction for leadership development, succession planning, performance management, employee engagement, workforce planning, organizational design, and learning strategies. This position acts as a trusted advisor to executive leadership and champion’s continuous improvement throughout the organization.

Essential Duties and Responsibilities
  • Strategic Leadership amp; Organizational Effectiveness: Develop and execute organizational development strategies aligned with the mission and strategic plan; advise executive leadership on organizational health, workforce effectiveness, talent strategy, and operational excellence; lead enterprise-wide initiatives, organizational assessments, redesigns, and continuous improvement efforts.
  • Coaching, mentoring, succession planning, and high-potential talent programs; build leadership competencies and career pathways across the organization.
  • Talent Management amp; Workforce Planning: Lead enterprise talent management and workforce planning strategies in partnership with Human Resources; strengthen recruitment, retention, employee development, internal mobility, and succession pipelines.
  • Learning amp; Development: Direct enterprise learning strategies aligned with business priorities; establish learning programs, leadership academies, competency models, and development pathways; evaluate learning effectiveness and ROI.
  • Change Management: Lead organizational change and transformation initiatives; guide leaders through change, develop communication and engagement strategies, identify barriers to adoption, and assess organizational readiness and resilience.
  • Culture amp; Employee Engagement: Lead initiatives that strengthen organizational culture, employee engagement, DEIB, accountability, innovation, collaboration, and continuous improvement; oversee employee listening strategies and use organizational climate data to drive improvements.
  • Performance Management: Develop and oversee performance management systems, competency frameworks, and performance standards; partner with leaders to strengthen accountability, employee performance, and organizational outcomes.
  • Data amp; Organizational Analytics: Establish KPIs and metrics for organizational effectiveness; analyze workforce data and trends; provide executive-level reporting and data-driven recommendations to support strategic decision-making and measure organizational development outcomes.
  • Collaboration amp; External Partnerships: Partner with Human Resources, Operations, Finance, Compliance, and executive leadership; build strong relationships across the organization and collaborate with external consultants, training providers, professional associations, and industry partners as appropriate.
Supervisory Responsibilities
  • Provides executive leadership and strategic oversight of the Human Resources function, including Talent Acquisition, Employee Relations, Compensation and Benefits, Learning and Development, HR Operations, Compliance, and Organizational Development.
  • Directly supervises Human Resources leadership and staff, establishing clear performance expectations, providing coaching and professional development, and conducting performance evaluations.
  • Leads workforce planning, succession planning, and talent development initiatives to ensure a high-performing HR team capable of supporting organizational objectives.
  • Develops departmental goals, manages the HR operating budget, and ensures compliance with all applicable federal, state, and local employment laws and organizational policies.
  • Fosters a culture of accountability, collaboration, continuous improvement, and exceptional customer service while partnering with executive leadership to align human capital strategies with the organization's mission and strategic priorities.
  • Provides strategic leadership and oversight of Organizational Development, Learning amp; Development, Leadership Development, Talent Management, and Change Management teams.
  • Recruits, develops, mentors, and evaluates management staff.
  • Establishes departmental goals, budgets, and performance expectations.
  • Promotes accountability and professional growth within the department.
Required Qualifications
  • Bachelor’s Degree and Certification and/or Master’s degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, Organizational Leadership, Business Administration, Public Administration, or a closely related field.
  • Experience partnering directly with executive leadership and governing boards preferred.
  • Experience managing multiple organizational development programs simultaneously.
  • Minimum of 15–20 years of progressively responsible leadership experience in Organizational Development, Human Resources, Leadership Development, or Organizational Effectiveness.
  • Minimum of 7–10 years leading organizational development functions in complex organizations.
  • Demonstrated experience leading enterprise-wide organizational transformation initiatives.
Preferred Certifications
  • SHRM-SCP or SPHR
  • Prosci Certified Change Practitioner
  • Certified Executive Coach
  • ATD Master Trainer
  • Organizational Development Certified Professional (ODCP)
Required Competencies
The successful candidate is a strategic and collaborative executive with demonstrated expertise in organizational development, leadership development, change management, talent management, and organizational effectiveness.

They possess exceptional business acumen, executive presence, and the ability to influence leaders at all levels of the organization. Strong analytical and problem-solving skills are essential, along with the ability to interpret workforce data and translate insights into actionable strategies. The Vice President of Organizational Development is an effective communicator, skilled facilitator, and trusted coach who fosters collaboration, drives organizational change, and builds high-performing teams.

Success in this role requires sound judgment, emotional intelligence, political savvy, and a commitment to cultivating an inclusive, innovative, and continuous learning culture while aligning people strategies with organizational goals.

Key Performance Indicators
  • Employee engagement improvement
  • Leadership bench strength
  • Succession readiness for critical positions
  • Leadership development participation and outcomes
  • Internal promotion rates
  • Voluntary turnover reduction
  • Organizational effectiveness metrics
  • Change initiative success rates
  • Employee retention
  • Learning program effectiveness
  • Culture assessment results
  • Strategic initiative implementation
Physical Requirements
  • Ability to travel as needed.
  • Ability to conduct presentations and facilitate workshops.
  • Ability to work in a standard office or hybrid work environment.
  • Occasional evening or weekend work may be required to support organizational initiatives.
Additional Requirements
  • Valid Michigan driver’s license required.
  • Education verification.
  • Ability to pass pre-employment drug screen, background and reference checks and be insurable under the agency's automobile insurance policy.
Compensation Level
This is a senior executive leadership position requiring exceptional strategic leadership, organizational development expertise, executive coaching experience, and the ability to influence organizational performance across all levels. The Vice President of Organizational Development is expected to serve as a key strategic partner to the CEO and executive leadership team while building an engaged, high-performing, and future-ready workforce.

Goodwill Industries of Southwestern Michigan is an Equal Opportunity Employer EOE m/f/vets/disability No relocation assistance.

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