Director of Learning and Talent Development

Important Application Instructions

• Upload Resume or Curriculum Vitae for automatic population of information to the application.
• The contact information, work experience, and education listed on your Resume/CV will be parsed and input into your Montclair application.
• Review information and double-check all fields containing information that the system parsed – the software is intelligent, but you need to verify that the data is accurate.
• In the "My Experience" section, you will find a Resume/CV upload option where you can submit your cover letter and all other supporting documents.

Note: If you have an expansive CV, we recommend that you apply manually and only include the positions you have held in the last ten (10) years. You will then be able to attach your Resume/CV, as well as all other supporting documentation in the "My Experience" section of your application.

Reporting to the Associate Vice President, Organizational and Talent Development, the Director of Learning and Talent Development is responsible for leading and developing a comprehensive learning and development unit to promote professional development and continuous learning for University employees.

In this player‑coach role, the Director of Learning and Talent Development assesses University-wide learning needs, defines and implements learning and development strategies to address learning, change management, equity and inclusion, leadership development, performance management, staff engagement, and team collaboration for Montclair employees.

The Director role requires a consultative leadership approach to collaborate with University partners across academic and administrative units.

• Develops and implements learning and development strategies to address learning, change management, equity and inclusion, leadership development, performance management, staff engagement, and team collaboration for Montclair employees.
• Leads the development and delivery of a comprehensive suite of learning and development offerings for University employees.
• Serves as the institutional authority on employee learning strategy, leadership capability building, and competency-based development.
• Defines and implements the strategy for learning and development delivery modalities (classroom, hybrid, fully‑online, group sessions or self‑paced, job aids, videos, among others) to maximize the learning outcome for the learner and return on investment, including evaluation of learning management system alternatives.
• Leads the design, implementation, and continuous evolution of the University’s institutional competency framework, serving as the primary architect for competency‑based learning and development across the employee lifecycle.
• Defines and implements the strategy and process for evaluating "make vs. buy" decisions for learning and development offerings to maximize organizational impact and return on investment.
• Assesses and reviews organizational resources to ensure learning and development resources exist or are developed to support learning needs and the University’s strategic plan.
• Utilizes organizational development theory, best practices and approaches (ADDIE model, etc.) to develop and implement effective, comprehensive programs and learning offerings.
• Develops an evaluation strategy that applies meaningful and relevant metrics to analyze and evaluate the effectiveness of learning and development offerings.
• Develops and launches a multi‑phase leadership program to provide managers and supervisors with the skills to excel as leaders (communications, emotional intelligence, equity and inclusion, financial and project management, human resources management, regulatory compliance, performance management, project management, among others).
• Leads the development and implementation of a comprehensive new employee orientation program and First Year Employee Experience program to drive retention, engagement and new employee performance.
• Delivers learning and development offerings to University employees.
• Ensures that results of annual performance management programs are analyzed and training and development…