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Vp Learning Development Jobs in Tennessee (NOW HIRING)

QHCCS, LLC

Vice President Applications

Brentwood, TN

Vice President Applications & Transformation Quorum Health Corporate Office - Brentwood, Tennessee ... Opportunities for professional development and advancement. * Supportive work environment with a ...

New

Hollywood Feed

Vice President, Human Resources

Memphis, TN · On-site

$150K - $170K/yr

Lead succession planning and leadership development programs. * Enhance employee engagement and ... Promote continuous learning and career growth opportunities. * Implement performance management ...

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Vp Learning Development information

See Tennessee salary details

$59.4K

$133.8K

$223.7K

How much do vp learning development jobs pay per year?

As of May 29, 2026, the average yearly pay for vp learning 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 are the key skills and qualifications needed to thrive as a VP Learning and Development, and why are they important?

To thrive as a VP Learning and Development, you need expertise in instructional design, talent management, and organizational development, usually backed by a relevant advanced degree and extensive leadership experience. Familiarity with learning management systems (LMS), e-learning platforms, and certifications like CPLP or SHRM-SCP is highly valued. Strategic vision, strong communication, and the ability to inspire and lead teams are outstanding soft skills for this role. These competencies are crucial for driving impactful learning initiatives that align with business goals and foster continuous employee growth.

How does a VP of Learning and Development typically collaborate with other departments to align training initiatives with organizational goals?

A VP of Learning and Development works closely with leaders from HR, operations, and business units to identify skill gaps and align training programs with strategic objectives. This collaboration often involves regular meetings to understand departmental needs, sharing data on training outcomes, and jointly developing initiatives that support both employee growth and company performance. By fostering cross-functional partnerships, the VP ensures that learning solutions are relevant, effective, and integrated into the wider business strategy.

What are VP Learning Development roles and responsibilities?

A VP of Learning and Development (L&D) oversees the strategy and execution of employee training, talent development, and organizational learning initiatives. They work closely with senior leadership to align learning programs with business goals, manage L&D teams, and analyze the effectiveness of training solutions. Their responsibilities often include developing leadership pipelines, implementing new learning technologies, and fostering a culture of continuous improvement across the organization.

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

AspectVp Learning DevelopmentLearning and Development Manager
Required CredentialsBachelor's degree, often advanced certifications in L&D or HRBachelor's degree, relevant certifications in training or HR
Work EnvironmentStrategic leadership, executive-level collaborationOperational focus, team management
Employer & Industry UsageUsed in large corporations, corporate sectorsCommon across various industries, including corporate and non-profit
Search & Comparison IntentHigh overlap in responsibilities and credentialsOften compared for career progression

The Vp Learning Development typically holds a strategic, executive role focusing on organizational learning strategies, while the Learning and Development Manager handles day-to-day training operations and team management. Both roles require relevant certifications and are prevalent in corporate environments, but the Vp is more involved in high-level planning and decision-making.

What are the most commonly searched types of Learning Development jobs in Tennessee? The most popular types of Learning Development jobs in Tennessee are:
What are popular job titles related to Vp Learning Development jobs in Tennessee? For Vp Learning Development jobs in Tennessee, the most frequently searched job titles are:
What job categories do people searching Vp Learning Development jobs in Tennessee look for? The top searched job categories for Vp Learning Development jobs in Tennessee are:
Vp Learning Development jobs near you
VP, Talent, Learning & Culture

VP, Talent, Learning & Culture

Bridgestone Americas, Inc.

Nashville, TN • On-site

Full-time

Posted 23 days ago

Bridgestone Americas rating

7.0

Company rating: 7.0 out of 10

Based on 125 frontline employees who took The Breakroom Quiz

370th of 511 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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