About This Role
Summary
The Interim Senior Director, Learning & Development provides executive leadership for enterprise learning, leadership
development, succession planning, and engagement during a defined transitional period of approximately 6 months.
This role is responsible for stabilizing, advancing, and operationalizing Goodwill Industries of Central Florida’s learning
and talent development strategy while delivering near-term outcomes that strengthen leadership capability, bench
readiness, and organizational engagement. Partnering closely with executive leadership, operations, Mission Impact,
and HR stakeholders, this role designs and executes scalable learning solutions that directly support business
performance, leader effectiveness, and Goodwill’s mission.
Key Responsibilities Time
Enterprise Learning, Leadership & Succession Strategy 30%
- Define and execute the enterprise learning, leadership development, and succession planning strategy
aligned with organizational priorities and operational needs.
- Design integrated leadership development frameworks and career pathways supporting frontline, mid-
level, and senior leaders.
- Establish processes to identify high-potential talent and critical roles across the organization.
Learning Program Design, Delivery & Evaluation 25%
- Oversee the design, delivery, and evaluation of leadership onboarding, ongoing development, and
role-based learning programs.
- Ensure learning content supports operational excellence, standard operating procedures, and
consistent leadership practices.
- Implement evaluation methodologies and feedback loops to measure learning effectiveness and drive
continuous improvement.
Engagement, Culture & Coaching Enablement 15%
- Lead the enterprise engagement survey process, including administration, analysis, executive
reporting, and action planning.
- Partner with leaders to translate engagement insights into measurable improvement actions.
- Champion a coaching and continuous improvement culture that strengthens leadership effectiveness
and team member development.
Team Leadership, Governance & Cross-Functional Partnership 20%
- Lead and develop a high-performing Learning & Development team with clear priorities,
accountability, and performance expectations.
- Manage the Learning & Development budget, vendor relationships, and resource allocation to ensure
fiscal discipline and goal attainment.
- Partner cross-functionally with Operations, Mission Impact, HR Business Partners, and Talent
Acquisition to ensure alignment and execution.
Interim Execution & Transition Management 10%
- Deliver defined outcomes within a limited-term assignment, emphasizing stabilization, capability
building, and sustainability.
- Document learning frameworks, processes, tools, and recommendations to support continuity beyond
the interim period.
- Perform other related duties as required to support organizational priorities during the assignment.
- Percentages reflect typical allocation of time and may shift based on business needs.
Scope Factors
- Consults: Chief People Officer; Executive and senior leaders; HR Business Partners; Operations and Mission
Impact leaders; external learning and assessment partners.
- Decision Authority: Establishes and approves enterprise learning, leadership development, and succession
planning frameworks; governs learning standards, evaluation methods, and budget utilization; recommends
strategic investments and program changes to executive leadership.
- Impact: Leadership capability and bench strength; succession readiness; engagement outcomes; leader
effectiveness; consistency and quality of learning practices; organizational performance and culture
sustainability.
Qualifications – Education & Experience
- Ten or more years of progressive experience in learning and development, leadership development, talent
management, or related HR leadership roles.
- Demonstrated success designing and executing enterprise learning strategies and succession planning
frameworks.
- Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field preferred.
- Professional HR or learning certifications preferred.
- Prior experience in operations and/or HR generalist roles strongly preferred.
Qualifications – Other Skills, Abilities & Knowledge
- Advanced facilitation and executive-level communication skills, with the ability to influence diverse audiences.
- Strong analytical, organizational, and problem-solving capabilities.
- Proven ability to translate strategy into executable programs with measurable outcomes.
- Experience building coaching cultures and leader enablement frameworks.
- Inclusive leadership style that fosters collaboration, accountability, and alignment with Goodwill’s mission and
values.
Physical Demands and Working Conditions
- Ability to sit, stand, or move for extended periods and lift up to 10 pounds regularly and 25 pounds
occasionally.
- Ability to hear normal conversation, communicate clearly, and adjust to varied noise levels in office and retail
settings.
- Vision sufficient for computer work, documentation, and observation of participant activities.
- Ability to travel independently to community sites, retail locations, and partner meetings.
- Reasonable accommodations are available to enable individuals with disabilities to perform the essential
functions of the role.
Licensing and Certification
- Professional HR or learning certifications preferred but not required.