The Director of Learning and Development provides strategic leadership for the organization’s enterprise learning strategy, ensuring talent development efforts are aligned with business priorities, culture, and long-term growth. This role is responsible for setting the vision, governance, and standards for learning across the organization while partnering closely with senior leaders and key stakeholders.
The Director oversees the design, localized field rollout, and delivery of high-impact learning experiences, ensuring strong branch adoption and tangible performance gains across business units. Additionally, this role builds scalable frameworks, manages and optimizes the learning technology ecosystem to align with current user capabilities, and drives continuous improvement to strengthen leadership capability, employee performance, and organizational effectiveness.
Why Fremont Bank?
Founded in 1964, Fremont Bank is one of the oldest independently owned banks in the Bay Area and has been consistently recognized as a Top Workplace for the past 15 consecutive years. Our foundation is built on relationships — with our clients, our associates, and our communities.
We Offer
- A people-first culture grounded in inclusion and excellence
- Deep community involvement and local reinvestment
- A mission-driven workplace where values and performance go hand in hand
The Fremont Bank Way
- Full-Service Banking with comprehensive financial solutions, advanced technology, and exceptional service
- No-Compromise Approach — we help clients get to "yes"
- Core Values:
- Go above and beyond for clients
- Foster a supportive and empowering environment for associates
- Deeply invest in the well-being of our local community
Key Responsibilities
- Sets and drives the company’s learning and development strategy, aligning talent and organizational development priorities with business goals, growth plans, and cultural values.
- Designs and delivers enterprise learning programs for employees and partners that build workforce capability, leadership readiness, and long-term business impact.
- Oversees all aspects of core learning programs, including new employee orientation, leadership development, and other enterprise-wide capability initiatives, from design through delivery from design through localized field rollout, branch adoption support, and continuous improvement..
- Manages career development frameworks and progression pathways to support employee growth, retention, and organizational expansion.
- Leads organizational development and change initiatives, ensuring learning solutions are consistent, high-quality, and scalable across the organization.
- Establishes governance, standards, and quality controls for learning design, delivery, and evaluation.
- Manages Learning and Development operations, including budgeting, resource planning, prioritization, and external partnerships.
- Leads, coaches, and develops the Learning and Development team, providing clear direction, support, and accountability for high-quality execution.
- Manages and optimizes Owns the organization’s learning technology ecosystem, ensuring technology enablement aligns with current user capabilities, eLearning accessibility, and stable LMS management including LMS management, learning platforms, technology enablement, eLearning, and mobile learning strategies.
- Provides executive oversight for special programs and strategic development initiatives, including company-wide leadership and capability programs.
- Partners with senior leaders and business stakeholders to assess capability needs and translate them into prioritized learning and organizational development initiatives.
- Defines metrics and evaluation frameworks to measure learning effectiveness, frontline adoption, and business impact tangible performance gains across business units.
- Ensures learning initiatives reinforce the company’s culture, values, and inclusion commitments.
- Champions continuous improvement by applying feedback, data, and external best practices to evolve learning strategies.
- Acts as a trusted advisor to leaders on talent development, performance, and organizational effectiveness.
- Ensures compliance and risk mitigation through required training while maintaining a strong learner experience.
- Represents Learning and Development in cross-functional initiatives and enterprise planning efforts.
- Leads succession planning efforts, including talent reviews, successor readiness assessments, and development planning to strengthen leadership pipelines and organizational continuity.
- Performs other projects and duties as assigned by management.
Qualifications & Skills
- Bachelor’s degree required in organizational development, human resources, education, business, or a related field, with 10 or more years of progressive experience in learning and development, organizational development, or talent development. A master’s or similar degree is preferred.
- Demonstrated expertise in learning and development strategy, instructional design, organizational development, leadership development, and adult learning practices.
- Ability to translate business needs into scalable, high-quality learning and organizational development solutions.
- Strong knowledge of learning technologies, including learning platforms, digital learning tools, and emerging technology-enabled learning solutions.
- Proven ability to apply sound judgment and experience to set strategic direction, prioritize initiatives, and deliver results in complex environments.
- Experience leading and developing teams, providing clear direction, coaching, and accountability.
- Experience in partnering with senior leaders and influence at the leadership level.
- Experience managing budgets, vendors, and external partners to deliver effective and cost-conscious learning programs.
- Excellent communication, facilitation, and stakeholder management skills across levels and functions.
- Professional certification in learning, talent development, or human resources (e.g., SHRM-SCP, SPHR, CPTD, ATD, or equivalent) preferred.
- Certification or formal training in coaching, leadership development, facilitation, change management, or organizational effectiveness preferred.
- Familiarity with DEI and inclusive leadership practices, frameworks, or certifications preferred.
- Ongoing professional development in learning technologies, digital learning, and AI-enabled learning solutions preferred.
What Makes Fremont Bank Associates Thrive?
- Team Players who go above and beyond to support their colleagues
- Action-Oriented professionals who challenge the status quo and seek improvement
- Purpose-Driven individuals who understand and champion the bank’s community impact
Benefits Snapshot
Health & Wellness
- Medical, dental, and vision insurance
- Flexible Spending Accounts (FSA, Dependent Care, Health Savings)
Financial & Retirement
- Employee Stock Ownership Plan (ESOP)
- 401(k) with employer match
- Performance-based bonuses or incentives
Work-Life & Perks
- Paid holidays, vacation, and sick time
- Free personal checking and savings accounts
- Home loan rate discounts
- Tuition reimbursement and professional development resources
- On-site gym and discounted health club memberships
- Employee Assistance Program (EAP)
Equal Opportunity Employer
Fremont Bank is proud to be an Equal Opportunity Employer. We are committed to creating an inclusive environment for all employees, regardless of race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, veteran status, or any other protected classification.
Salary Range
The hiring salary range is based on factors such as experience, skills, education, and internal equity. Compensation decisions are made in consideration of these factors and in alignment with Fremont Bank’s compensation philosophy.
Salary Range
USD $175,000.00 - USD $200,000.00 /Yr.
Employee Stock Ownership Plan (ESOP)
The Employee Stock Ownership Plan (ESOP) is a way for Fremont Bank to contribute to the financial well-being of associates by making a contribution to their retirement account. In addition, the ESOP provides associates an opportunity to share in the growth and prosperity of Fremont Bank.
Note To Search Firms
Fremont Bank does not accept unsolicited resumes from search firms or agencies without a signed service agreement. Unsolicited resumes will be considered the property of Fremont Bank, and no fees will be paid.
