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Vice President Learning And Development Jobs in Ohio

Robert Half

Business Development Vice President

Columbus, OH

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

JOB REQUISITION Business Development Vice President LOCATION OH CINCINNATI The Business Development Vice President (BD VP) will be based in their assigned territory and responsible for generating and ...

Stackinfra

Vice President, Technical Operations

New Albany, OH · On-site

$228K - $263K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

STACK is looking for a Vice President of Technical Operations to support all data centers across ... Partner with Learning & Development and Critical Operations SMEs to develop and deliver technical ...

New

National Inventors Hall of Fame

VP, Development

North Canton, OH · On-site

$150 - $230/hr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Vice President of Development is responsible for the overall fundraising strategy, revenue growth, and philanthropic sustainability of NIHF. This role provides visionary leadership for all ...

Search Connections

VP of Operations

Columbus, OH · On-site

$186K - $225K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

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 ...

Marsh Berry

Vice President, Valuation

Woodmere, OH · On-site

We offer competitive benefits, hybrid work schedules, new challenges, and learning experiences. Job Details Position Summary: MarshBerry is seeking a Vice President, Valuation, for our Financial ...

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Vice President Learning And Development information

What does a vice president learning and development do?

A Vice President of Learning and Development is responsible for creating, overseeing, and evaluating training and professional development programs within an organization. They lead teams that design curricula, implement learning strategies, and ensure employees have the skills needed to support company goals. This role often involves collaborating with senior leadership to align training initiatives with business objectives and measuring the effectiveness of development programs. The VP also stays current with industry trends to adopt innovative learning technologies and methods.

What are some common challenges faced by a vice president learning and development, and how can they be addressed?

A Vice President of Learning and Development often faces challenges such as aligning training programs with evolving business strategies, measuring the impact of learning initiatives, and engaging a diverse workforce. To address these challenges, it’s important to work closely with senior leadership to ensure learning goals support organizational priorities, implement robust analytics to track training effectiveness, and leverage a mix of digital and in-person learning methods for greater accessibility and engagement. Building strong cross-functional partnerships and staying updated on industry trends also help in proactively navigating these complexities.

What are the key skills and qualifications needed to thrive as a vice president learning and development?

To thrive as a Vice President of Learning and Development, you need expertise in instructional design, organizational development, and talent management, typically supported by an advanced degree in HR, education, or a related field. Familiarity with learning management systems (LMS), data analytics tools, and industry certifications such as CPLP or SHRM-SCP is often required. Strategic thinking, leadership, and strong interpersonal skills set outstanding professionals apart in this role. These skills are crucial for aligning learning initiatives with business goals, leading teams, and driving organizational growth through effective development programs.

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

The most popular types of Learning And Development jobs in Ohio are:

What are popular job titles related to Vice President Learning And Development jobs in Ohio?

For Vice President Learning And Development jobs in Ohio, the most frequently searched job titles are:

What job categories do people searching Vice President Learning And Development jobs in Ohio look for?

The top searched job categories for Vice President Learning And Development jobs in Ohio are:

What cities in Ohio are hiring for Vice President Learning And Development jobs?

Cities in Ohio with the most Vice President Learning And Development job openings:

Vice President Learning And Development jobs near you
Infographic showing various Vice President Learning And Development job openings in Ohio as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 21% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution.

Vice President, Learning and Development

Victoria's Secret

Reynoldsburg, OH • On-site

$230K - $326K/yr

Full-time

Posted 22 days ago

Victoria's Secret rating

6.3

Company rating: 6.3 out of 10

Based on 400 frontline employees who took The Breakroom Quiz

45th of 104 rated fashion retailers

Job description

Your Role
Victoria's Secret & Co. is seeking a forward-thinking enterprise leader to shape how we build the skills, capabilities, and leadership needed to win today and in the future.
The Vice President, Learning & Development will lead the enterprise learning and capability strategy, ensuring associates, people managers, and future leaders are equipped to deliver our Path to Potential strategy while building the skills required for a rapidly evolving business environment.
This leader will drive a modern, data-informed, and scalable learning ecosystem that accelerates onboarding, develops critical functional and leadership capabilities, strengthens our culture, and enables associates to grow their careers across the organization. They will play a critical role in preparing the workforce for the future, including the impact of AI, automation, and emerging technologies on how work gets done.
The successful candidate will combine strategic vision with operational excellence, translating business priorities into scalable learning experiences that improve performance, increase organizational capability, and unlock talent potential across the enterprise.
Your Impact
Enterprise Learning & Capability Strategy
  • Define and lead the enterprise-wide Learning & Development strategy aligned to business priorities and long-term workforce needs.
  • Ensure VS&Co. has the critical capabilities and skills required today and in the future to achieve its Path to Potential ambitions.
  • Establish a persona-based learning strategy that creates differentiated experiences for associates, people leaders, executives, and future leaders
  • Identify evolving capability needs and translate them into scalable, impactful learning solutions.
  • Embed continuous learning into the flow of work, leveraging technology, data, and modern learning practices.

Workforce Capability & Skills Development
  • Lead enterprise capability-building efforts across key job families and functional disciplines.
  • Develop learning strategies that strengthen critical business skills, emerging capabilities, and future-focused competencies.
  • Partner with business leaders to assess workforce readiness and address capability gaps.
  • Create enterprise-wide approaches to skills mapping, capability planning, upskilling, and reskilling.

AI & Future-Ready Workforce
  • Lead the organization's approach to learning, capability building, and workforce readiness related to AI and emerging technologies.
  • Develop and execute a comprehensive AI engagement and learning plan in partnership with key stakeholders
  • Design reskilling and upskilling pathways for evolving roles.
  • Equip leaders to effectively lead teams in increasingly AI-enabled environments.

Leadership, Executive & High-Potential Development
  • Design and oversee the enterprise leadership development strategy from frontline leaders through executive leadership.
  • Ensure leaders build capabilities in key moments that matter throughout their leadership journey.
  • Lead executive development initiatives that strengthen enterprise leadership effectiveness and organizational performance.
  • Develop differentiated experiences, programs, and exposure opportunities for high-potential talent and succession candidates.
  • Integrate development experiences with talent planning and succession strategies.

Culture Code - Values and Behaviors Development
  • Build learning experiences that strengthen adoption of the VS&Co. Culture Code and reinforce the behaviors required to win together.
  • Ensure leadership and associate development supports a high-performance, customer-centric culture.
  • Partner across HR to connect learning, performance, engagement, talent, and culture priorities into a cohesive employee experience.

Associate Growth & Career Development
  • Enable associates to navigate and grow their careers across the organization.
  • Lead the development of career pathways, learning journeys, and development resources that support internal mobility and career growth.
  • Create transparent, scalable development experiences that help associates understand opportunities and build skills for future roles.

Learning Innovation & Experience
  • Modernize the enterprise learning ecosystem through innovative technologies and AI-enabled solutions.
  • Improve the end-to-end learner experience through personalization, accessibility, and scalable learning platforms.
  • Leverage digital, experiential, social, and on-demand learning approaches to maximize engagement and impact.
  • Evaluate and implement emerging learning technologies, tools, and external partnerships.

Measurement & Impact
  • Establish metrics that link learning investments to business and talent outcomes.
  • Use data and analytics to prioritize investments, improve learning effectiveness, and demonstrate ROI.
  • Create dashboards and reporting that provide visibility into capability development, workforce readiness, and learning impact.

Leadership & Collaboration
  • Lead and develop a high-performing Learning & Development team.
  • Build strong partnerships across HR, business functions, and the executive leadership team.
  • Influence senior leaders to align talent, capability, culture, and business strategy.
  • Foster a culture of innovation, continuous improvement, and associate growth.

Click here for benefit details related to this position.
Your Experience
  • 15+ years of progressive experience in Learning & Development, Organizational Development, Talent Management, or related fields.
  • Proven success building enterprise-wide learning, leadership development, and capability strategies.
  • Experience leading large-scale transformation and change initiatives.
  • Demonstrated success developing leadership pipelines and succession talent.
  • Strong understanding of future-of-work trends, workforce transformation, AI, and emerging technology impacts on talent and skills.
  • Experience modernizing learning ecosystems and leveraging technology to scale development.
  • Strong business acumen with the ability to translate strategy into practical, measurable outcomes.
  • Exceptional executive presence, influence, and stakeholder management skills.
  • Passion for developing people, strengthening culture, and unlocking organizational potential.
  • Retail, consumer, multi-brand, or customer-centric business experience preferred.

We will consider for employment all qualified applicants, including those with arrest records, conviction records, or other criminal histories, in a manner consistent with the requirements of any applicable state and local laws. Please see links: California Fair Chance Act, Los Angeles Fair Chance Initiative for Hiring Ordinance, Philadelphia Fair Chance Law, San Francisco Fair Chance Ordinance, Los Angeles County Fair Chance Ordinance
An equal opportunity employer, we do not discriminate in hiring or terms and conditions of employment because of an individual's race, color, religion, gender, gender identity, national origin, citizenship, age, disability, sexual orientation, marital status or any other protected category recognized by state, federal or local laws. We only hire individuals authorized for employment in the United States.

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