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Vp Learning And Development Jobs in Tennessee (NOW HIRING)

Miamioh

$500K/yr

Miami's unwavering commitment to teaching and learning is demonstrated in the University's record ... development and alumni relations programs and ensuring the growth of Miami's overall philanthropic ...

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Vp Learning And Development information

See Tennessee salary details

$59.4K

$133.8K

$223.7K

How much do vp learning and development jobs pay per year?

As of Jun 16, 2026, the average yearly pay for vp learning and development in Tennessee is $133,808.00, according to ZipRecruiter salary data. Most workers in this role earn between $104,400.00 and $159,300.00 per year, depending on experience, location, and employer.

What does a VP of Learning and Development do?

A VP of Learning and Development is a senior executive responsible for designing and overseeing an organization’s employee training, professional development, and learning strategy. They lead teams that create programs to enhance skills, performance, and career growth across the company. Their role often includes aligning learning initiatives with business goals, managing budgets, and measuring the effectiveness of training efforts. They also collaborate with other leaders to ensure the workforce is prepared to meet current and future organizational needs.

What is the difference between Vp Learning And Development vs Learning and Development Manager?

AspectVp Learning And DevelopmentLearning and Development Manager
ResponsibilitiesStrategic planning, executive leadership, overseeing L&D initiatives at organizational levelImplementing training programs, managing L&D teams, executing development plans
Required CredentialsBachelor’s/Master’s in HR, Education, or related; extensive experience in L&D leadershipBachelor’s in HR, Education, or related; experience in training and development roles
Work EnvironmentExecutive offices, strategic meetings, cross-department collaborationTraining rooms, HR departments, team management settings

The Vp Learning And Development typically holds a strategic, leadership role focusing on organizational learning strategies, while the Learning and Development Manager handles day-to-day training program execution. Both roles require relevant credentials, but the VP is more senior and involved in high-level planning.

What are the primary challenges a VP of Learning and Development faces when implementing company-wide training initiatives?

A VP of Learning and Development often faces challenges such as securing executive buy-in, aligning training programs with business goals, and ensuring consistent engagement across diverse teams. Balancing the needs of various departments while maintaining scalable, impactful learning solutions can be complex. Additionally, measuring and demonstrating the ROI of learning initiatives is crucial to justify ongoing investment and refine future strategies.

What are the key skills and qualifications needed to thrive as a VP of Learning and Development, and why are they important?

To thrive as a VP of Learning and Development, you need expertise in adult learning principles, organizational development, and talent management, usually backed by an advanced degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning platforms, and certifications like CPLP or SHRM-SCP is highly valuable. Strategic vision, leadership, excellent communication, and the ability to influence and inspire teams are crucial soft skills in this role. These competencies are vital for designing effective learning strategies that align with organizational goals and drive employee growth.
What are the most commonly searched types of Learning And Development jobs in Tennessee? The most popular types of Learning And Development jobs in Tennessee are:
What are popular job titles related to Vp Learning And Development jobs in Tennessee? For Vp Learning And Development jobs in Tennessee, the most frequently searched job titles are:
What job categories do people searching Vp Learning And Development jobs in Tennessee look for? The top searched job categories for Vp Learning And Development jobs in Tennessee are:
Vp Learning And Development jobs near you
Infographic showing various Vp Learning And Development job openings in Tennessee as of June 2026, with employment types broken down into 86% Full Time, and 14% Part Time. Highlights an 100% In-person job distribution, with an average salary of $133,808 per year, or $64.3 per hour.
VP, Talent, Learning & Culture

VP, Talent, Learning & Culture

Bridgestone Americas, Inc.

Nashville, TN • On-site

Full-time

Posted 11 days ago

Bridgestone Americas rating

7.1

Company rating: 7.1 out of 10

Based on 127 frontline employees who took The Breakroom Quiz

352nd of 518 rated manufacturers

Job description

Company Overview
Bridgestone Americas, Inc. (BSAM), headquartered in Nashville, Tennessee, and Bridgestone Europe, Middle East and Africa (BSEMEA), headquartered in Brussels, Belgium, operate collectively as a "Bridgestone West" strategic region. This region services the strategic business needs of teams across the Americas, Europe, Middle East and Africa. BSAM and BSEMEA are subsidiaries of Bridgestone Corporation, globally headquartered in Japan. Bridgestone and its subsidiaries develop, manufacture and market a wide range of Bridgestone, Firestone and associate brand products and solutions to address the needs of a broad range of customers and industries.
Job Category
HR
Position Summary
The Vice President of Talent Management is a strategic leader responsible for shaping and executing a world-class talent strategy across Latin America, the United States, Canada, and EMEA. This role drives talent management, talent acquisition, leadership development, inclusion and culture, employee engagement, and organizational effectiveness. The VP ensures alignment with the company's overarching business objectives, builds a high-performing workforce, and fostering a thriving, value-driven culture across all regions.
Responsibilities
Talent Management & Leadership Development
  • Develop and implement innovative talent management strategies to attract, develop, and retain top talent across diverse markets.
  • Drive leadership development initiatives, equipping leaders with the skills and tools to effectively manage and inspire their teams.
  • Oversee succession planning and career pathing programs to enhance workforce agility and long-term organizational growth.
  • Provide direction for learning, development team, and leadership initiatives developed by Talent Management, other departments, and outside vendors, and collaborate on the assessment of training needs and evaluation of program effectiveness.
  • Work collaboratively with all levels to develop, support, and promote a unique culture that reflects enterprise values and enables both individual and organizational success.
  • Solicit, access, report, and apply measures and metrics as needed to demonstrate the value of talent management initiatives, support continuous improvement, and inform business decisions.
  • Provide leadership and management oversight to direct reports, and serve as a model and resource for new and seasoned managers within the organization.
  • Develop and manage a departmental budget, evaluating products, programs, and other expenses as needed.
  • Provide multicultural enhancements to all Talent Management practices and processes.

Talent Acquisition
  • Lead the development of a comprehensive talent acquisition strategy that ensures a strong, diverse, and future-ready talent pipeline.
  • Oversee employer branding, sourcing strategies, and recruitment operations to ensure a consistent, high-quality candidate experience.
  • Partner with business leaders to forecast talent needs and align recruitment efforts with workforce planning and organizational priorities.
  • Integrate assessments and selection tools to ensure fair, predictive, and data-driven hiring decisions.
  • Evaluate and optimize recruitment technologies, vendor partnerships, and processes to enhance efficiency and scalability.
  • Ensure compliance with global and regional hiring regulations and best practices.

Inclusion, Culture & Employee Engagement
  • Champion an inclusive workplace culture that drives engagement and employee well-being.
  • Lead initiatives that enhance workplace culture, employee experience, and organizational values, ensuring consistency across all regions.
  • Develop programs that strengthen employee engagement, motivation, and a strong sense of belonging within the organization.

Strategic & Operational Leadership
  • Partner with senior leadership to align talent strategies with overall business goals and workforce planning needs.
  • Collaborate across HR functions to integrate talent management, talent acquisition, and leadership development into broader people strategies.
  • Utilize assessments, talent analytics, and data-driven insights to measure effectiveness and continuously improve talent initiatives.
  • Serve as a key advisor to executive leadership on talent-related matters, ensuring proactive solutions to workforce challenges.
  • Lead change and cultural transformation efforts and ensure alignment with business objectives.
  • Drive organizational effectiveness by providing data-driven insights and strategic counsel to inform operating models, talent decisions, and strategic initiatives.

Minimum Qualifications
  • Extensive leadership experience in talent management, talent acquisition, leadership development, and organizational effectiveness at a global level.
  • Expertise in inclusion and engagement strategies and workplace culture transformation.
  • Proven ability to navigate complex, multicultural environments with a deep understanding of regional workforce trends.
  • Exceptional stakeholder management skills with the ability to influence and drive change at all levels.
  • Bachelor's or Master's degree in Human Resources, Organizational Development, Business Administration, or a related field.

At Bridgestone, you are Free to Be
We believe people can only provide superior service and quality to others when they bring their whole self to work. We believe in championing all perspectives, individuals and teams because we understand the importance of seeing the world and our business through many different lenses. We are building a team as diverse as the world we serve. So, show us what you are made of, because who you are is what we need.
What we offer
At Bridgestone, what really matters is to foster co-creation opportunities and empowering you to be creative and curious to make mobility safer, more efficient, and more sustainable for future generations. Whatever role you fill, when you represent Bridgestone, you are a valued teammate, and part of our larger mission to "Serve Society with Superior Quality", for that, we offer you more than just a competitive compensation; we will provide you:
  • A supportive and engaging onboarding experience to ensure a smooth transition into our team.
  • The opportunity to develop and grow, through training and regular mentorship.
  • Corporate Social Responsibility activities.
  • A truly global, dynamic and challenging work environment.
  • Agility and work/life effectiveness and your long-term well-being.
  • A diverse and inclusive team.

Bridgestone is proud to be an Equal Employment Opportunity employer. It is our policy to consider for employment all individuals regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, gender, sex, sexual orientation, gender identity and/or expression, genetic information, veteran status, or any other characteristic protected by federal, state or local law.
Employment Eligibility
If hired, a Form I-9 Employment Eligibility Verification must be completed at the start of employment. Temporary work authorization or the need for sponsorship may disqualify you from employment.

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