The Director of Organizational Development & Learning will define the L&D charter, align it with business goals, and oversee talent and performance management. Responsibilities include leading OD initiatives, designing leadership programs, adopting learning technologies, and measuring impact, while building a high-performing team.
About Us
HighLevel is an AI powered, all-in-one white-label sales & marketing platform that empowers agencies, entrepreneurs, and businesses to elevate their digital presence and drive growth. We are proud to support a global and growing community of over 1 million businesses, comprised of agencies, consultants, and businesses of all sizes and industries. HighLevel empowers users with all the tools needed to capture, nurture, and close new leads into repeat customers. As of mid 2025, HighLevel processes over 4 billion API hits and handles more than 2.5 billion message events every day. Our platform manages over 470 terabytes of data distributed across five databases, operates with a network of over 250 microservices, and supports over 1 million hostnames.
Our People
With over 1,500 team members across 15+ countries, we operate in a global, remote-first environment. We are building more than software; we are building a global community rooted in creativity, collaboration, and impact. We take pride in cultivating a culture where innovation thrives, ideas are celebrated, and people come first, no matter where they call home.
Our Impact
As of mid 2025, our platform powers over 1.5 billion messages, helps generate over 200 million leads, and facilitates over 20 million conversations for the more than 2 million businesses we serve each month. Behind those numbers are real people growing their companies, connecting with customers, and making their mark - and we get to help make that happen.
Who You Are
HighLevel is seeking a strategic and forward-thinking Director of Organizational Development & Learning to design and scale a modern learning and capability ecosystem that supports a fast-growing global SaaS organization.
HighLevel is seeking a strategic and forward-thinking Director of Organizational Development & Learning to design and scale a modern learning and capability ecosystem that supports a fast-growing global SaaS organization.
This leader will architect the company's Learning & Development strategy while integrating organizational development, leadership capability building, and talent development into a unified system that accelerates business performance.
The Director will partner closely with executive leadership, People Business Partners, and functional leaders to diagnose organizational needs, strengthen leadership capability, and build scalable systems for performance, growth, and internal mobility.
As HighLevel continues to scale as a AI‑forward company, this leader will bring strong curiosity about AI and modern digital tools and explore how they can accelerate learning and support rapid organizational evolution. A key expectation is helping leaders and teams adapt mindsets, behaviors, and capabilities as AI increasingly augments how work is performed and how roles evolve across the organization. The role will rethink how development, leadership capability, and organizational effectiveness are built in an AI-enabled environment.
What You Will Do
1. L&D Strategy & Charter Development
- Define and own the Learning & Development charter, vision, and multi-year roadmap, aligned with business priorities and the growth strategy.
- Position L&D as a strategic lever for performance, engagement, and organizational health.
- Establish governance, operating models, and success metrics for all learning initiatives.
2. Organizational Development (OD)
- Lead OD initiatives, including organisational diagnostics, capability modelling, culture interventions, and change management.
- Embed learning into change programs, transformations, and scaling efforts.
- Help the organization prepare for the future of work by supporting leaders and teams in adopting AI-enabled ways of working.
- Partner with leaders to identify how emerging technologies may reshape roles, workflows, and capability requirements.
- Design interventions that help teams adapt their mindsets, behaviors, and collaboration patterns as technology evolves.
- Promote a culture of curiosity, experimentation, and continuous capability development.
3. Talent Management Integration
- Partner with Talent and People teams to align L&D with:
- Performance management
- Career architecture and progression
- Leadership pipeline and succession planning
- Key and critical talent development
- Design leadership and manager development programs that support current and future capability needs.
4. Leadership & Capability Development
- Design and scale leadership development programs across levels (new managers, senior leaders, executives).
- Build functional and capability programs aligned to business outcomes.
- Enable managers as coaches through targeted enablement and toolkits.
5. Learning Experience Design & Delivery
- Oversee the design of blended learning experiences (VILT, digital, cohort-based, on-the-job).
- Ensure adult learning principles, real-world application, and measurable impact are embedded in all programs.
- Leverage internal SMEs and external partners strategically.
6. Learning Technology & Infrastructure
- Own and evolve the learning technology ecosystem including LMS/LXP platforms, content systems, and learning analytics.
- Explore and experiment with AI-powered tools that enhance learning design, knowledge discovery, leadership development, and organizational insight.
- Evaluate how AI and emerging technologies may impact skills, roles, and organizational capability needs.
- Partner with leaders and teams to build AI literacy and digital capability across the organization.
- Ensure strong data integrity, reporting, and actionable learning insights.
7. Measurement & Business Impact
- Define and track learning effectiveness using KPIs tied to performance, behavior change, and business results.
- Use analytics and feedback loops to continuously refine programs.
- Communicate impact and insights to executive stakeholders.
8. Team Leadership & Capability Building
- Build, lead, and develop a high-performing L&D team (internal and vendor partners).
- Establish clear roles, career paths, and capability standards within the L&D function.
- Foster a culture of innovation, experimentation, and excellence.
What You’ll Bring
- Bachelor’s degree required; Master’s / MBA preferred.
- Certifications in OD, L&D, coaching, or change management (e.g., CPTD, ATD, ICF, Prosci) are a plus.
- 12+ years of progressive experience in Learning & Development, Organizational Development, and/or Talent Management.
- Proven experience building or transforming L&D functions in high-growth, global, SaaS or product-led organizations.
- Demonstrated curiosity and experimentation with AI tools and emerging technologies, and the ability to translate these capabilities into practical applications for learning, leadership development, and organizational change.
- Experience helping organizations adapt to new technologies, ways of working, and capability shifts through structured change and development programs.
- Strong track record of partnering with senior leaders and influencing at the executive level.
- Deep expertise in:
- L&D strategy and operating models
- Organizational development and change management
- Leadership development and succession planning
- Talent and performance ecosystems
- Experience designing job architectures, competency frameworks, or career paths (strong plus).
- Data-driven mindset with the ability to connect learning outcomes to business impact.
- Strategic thinker with strong execution discipline.
- Systems-level thinker who connects learning, talent, culture, and performance.
- Comfortable operating in ambiguity and building from zero to scale.
The salary range for this position is $180000 - $250000 annually. (Bonus Pay included)
EEO Statement
The company is an Equal Opportunity Employer. As an employer subject to affirmative action regulations, we invite you to voluntarily provide the following demographic information. This information is used solely for compliance with government recordkeeping, reporting, and other legal requirements. Providing this information is voluntary and refusal to do so will not affect your application status. This data will be kept separate from your application and will not be used in the hiring decision.
Top Skills
Analytics
Learning Experience Platforms (Lxp)
Learning Management Systems (Lms)
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