Director, Organizational Development & Learning
Role Summary
This role helps Harris continue to evolve how people learn, grow, and develop at work. The Director leads the centralized Learning & Development, Culture & Engagement, and Talent & Mobility teams, working closely with HR and business leaders across our portfolio groups.
Learning and development at Harris is largely embedded within our decentralized portfolio teams. This role does not exist to centrally own all learning programs. Instead, it focuses on shaping how capability is built across the organization—through experience, feedback, leadership practices, and, where appropriate, well‑designed development programs.
The person in this role acts as a thread across the organization, bringing fresh thinking to how development and behavior change happen in the workplace, strengthening how leaders and employees build capability as roles, technology, and ways of working continue to evolve.
How this Role Contributes
People Leadership
- Lead, develop, and support the managers and employees on your team, setting clear direction and creating an environment where they do their best work.
- Manage the budgets, vendors, and systems your team relies on, ensuring they are well managed and delivering value.
Development Expertise and Perspective
- Serve as an internal advisor on leadership and employee development, offering insight and guidance to portfolio teams when requested.
- Use research and emerging thinking on how people learn and change behavior to inform new approaches to development across Harris.
- Share practical tools and ideas that help leaders and employees build capability as roles and ways of working evolve.
Shared Development, Culture and Engagement Resources
- Guide the evolution of Harris-wide learning tools, content, and development resources used across the organization.
- Lead or support shared culture and engagement initiatives including mentorship programs, employee surveys, and Culture of Belonging communities.
- Use employee feedback and engagement insights to identify opportunities that strengthen team environments, trust, and collaboration.
- Oversee the shared platforms, vendors, and tools that support development, culture, and talent practices, ensuring they are well managed, compliant, and responsive to business needs.
Shared Talent and Mobility Practices
- Maintain shared recruiting and mobility frameworks such as selection guides, candidate communications, and redeployment guidelines.
- Support the Talent Acquisition Community of Practice and shared recruiting tools used across the organization.
Encourage Experimentation and New Approaches
- Explore how technology and AI may enhance how employees learn and develop.
- Support experiments and new ideas that strengthen capability over time.
- Use data, insights, and talent metrics to understand where capability is strengthening and where further focus may be needed.
Experience & Background
- People leadership experience — Experience managing teams, setting clear direction, developing people, and holding a team accountable for results.
- Multi-disciplinary talent perspective — Background across more than one area — whether learning & development, culture and engagement, talent acquisition, or organizational effectiveness — with an understanding of how these connect.
- A thoughtful approach to development and behavior change — You identify the behaviors that need to shift before deciding how to respond, and you design solutions that reflect how people grow and develop at work.
- Advisory and influence skills — Comfortable working with senior leaders and HR partners to share perspective, build credibility, and support change in environments where influence matters more than authority.
- Curiosity about learning and technology — Actively exploring how technology and AI are changing how people learn and develop, with real views formed from your own experience.
- Collaborative mindset — Comfortable in decentralized environments, building relationships across teams that operate independently and may approach development differently.
Systems, technology and vendor management — Experience managing platforms, tools, and vendor relationships. Preference for experience with Workday, mentorship platforms, learning content libraries, and employee list.
Education
- Bachelor's Degree in Human Resources (Preferred)
Experience
- 8+ years of relevant work experience; 3-5 years with Management experience (Preferred) at the Senior level or equivalent experience.
Our company complies with all local/state regulations in regard to displaying salary ranges. If required, the salary range(s) are displayed below and are specifically for those potential hires who will perform work in or reside in the location(s) listed, if selected for the role. Any offered salary is determined based on internal equity, internal salary ranges, market data, ranges, applicant's skills and prior relevant experience, certain degrees and certifications (e.g. JD, technology), for example.
Salary Range
$115,000-$125,000
