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 2 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

The Director, Organizational Development & Learning will be a strategic architect and builder of HighLevel’s global learning ecosystem. This role is responsible for defining and executing the L&D charter, integrating learning with organizational development, talent management, and business strategy, and enabling scalable growth in a high-velocity SaaS environment.

This leader will partner closely with Leadership, People Business Partners, and functional leaders to build organisation-wide capabilities across leadership, performance, career development, and organizational effectiveness while creating a culture of continuous learning and internal mobility.

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.

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 the learning technology ecosystem (LMS/LXP, content platforms, analytics).
Drive adoption of modern, scalable, and AI-enabled learning solutions.
Ensure strong data integrity, reporting, and 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.
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.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

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Director, Organizational Development & Learning