Director, Learning & Development

Copart, Inc. a technology leader and the premier online vehicle auction platform globally, with over 200 facilities located across the world, Copart links vehicle sellers to more than 750,000 buyers in over 190 countries. We believe in providing an unmatched experience, every day and everywhere, driven by our people, processes, and technology.
About Copart
Copart is a global leader in online vehicle auctions and automotive remarketing services. With operations spanning multiple countries, we support thousands of Members worldwide. Our success is driven by our operational excellence, entrepreneurial mindset, and commitment to integrity, ownership, innovation, and getting results.
As Copart continues to grow and evolve, building a competitive, fair, and scalable compensation ecosystem is critical to attracting, retaining, and motivating the talent that powers our business.
Position Summary
The Director, Learning & Development is the enterprise owner and builder of Copart’s modern learning, leadership development, and capability-building ecosystem.
Reporting directly to the VP of Human Resources (CHRO), this role is responsible for designing, building, and executing Copart’s end-to-end learning and development strategy — shifting the organization from event-based training to capability-based development that measurably improves performance in the field and corporate functions.
This is a foundational role with a mandate to build the function from the ground up: defining the strategy, creating the architecture, building the programs, and embedding development into how Copart runs the business.
The focus is not on “did they attend training?” but on:
“Can they perform their role better, lead better, and deliver better results?”
The ideal candidate is a builder, operator, and strategist — equally comfortable designing frameworks, creating content, and driving real adoption in the field.
Key ResponsibilitiesEnterprise L&D Strategy & Architecture
Own and execute Copart’s Learning & Development strategy aligned to the People & Culture transformation agenda.
Build a modern L&D architecture centered on:
Role-based capability building
Leadership development at all levels
On-the-job application, coaching, and reinforcement
Succession and critical role readiness
Shift Copart from:
Event-based training → Continuous development
Slideware → Playbooks, toolkits, and applied learning
Attendance metrics → Performance impact metrics
Core Development Channels
Design and build Copart’s core development ecosystem, including:
All-Level Leadership Development
Frontline leaders, managers, senior leaders, and executives
Role-Specific Training
GM, yard leadership, operations, IT, corporate roles, etc.
Critical Role & Succession Development
Acceleration paths for high-impact and hard-to-fill roles
Field Execution Enablement
Practical, operational, applied learning tied to how work is actually done
Company-Required Training
Compliance, risk, and required programs — modernized and simplified
Voluntary / Self-Directed Learning
Curated learning paths and development resources
From Training to Performance
Redesign learning around:
On-the-job coaching
Playbooks & toolkits
Apprenticeship, shadowing, and stretch assignments
Ensure every major program has:
Clear performance outcomes
Leader reinforcement expectations
Measurement of impact, not just completion
Succession, Talent Readiness & Capability Building
Partner with People Partnership and Talent to:
Identify critical roles
Build development paths for succession-ready talent
Support enterprise talent reviews and planning
Ensure development is tightly integrated into:
Performance management
Talent planning
Leadership expectations
Field & Business Partnership
Build programs with the business, not for the business.
Spend time in yards, operations, and functions to understand:
How work is really done
Where performance gaps exist
What leaders actually need help with
Ensure learning solutions are practical, usable, and adopted.
Learning Operations, Systems & Content
Partner with HRIS to leverage Workday Learning (or related tools) as part of the broader Workday ecosystem.
Build scalable content, learning paths, and curriculum architecture.
Establish standards for:
Design quality
Reusability
Measurement
Rationalize and modernize existing training content.
Measurement, Analytics & Impact
Define and track meaningful L&D success metrics, such as:
Time-to-competence
Readiness for role
Leadership effectiveness indicators
Performance improvement outcomes
Regularly report progress, impact, and ROI to HR and business leadership.
Vendor & Partner Management
Select and manage external vendors, platforms, and content partners.
Ensure vendors support Copart’s strategy — not generic training agendas.
Team & Capability Building
Build and lead the L&D capability over time (internal team and partners).
Set high standards for quality, practicality, and business relevance.
QualificationsEducation & Experience
· Bachelor’s degree in HR, Education, Business, or related field required; advanced degree preferred.
· 8–12+ years of experience in Learning & Development, Talent Development, or Organizational Development.
· Demonstrated experience building or significantly transforming L&D functions.
· Experience in operational, field-based, or industrial environments strongly preferred.
· Track record of moving organizations from training-focused to performance-focused development.
Skills & Attributes
· Builder mindset — comfortable creating structure where none exists today.
· Strong business and operational acumen.
· Deep understanding of adult learning, leadership development, and capability building.
· Pragmatic, execution-oriented, and allergic to “training theater.”
· Strong stakeholder management and influence skills.
· Comfortable operating at both strategic and hands-on levels.
· Data-driven and outcome-focused.
Success Measures
Clear, scalable L&D architecture and strategy in place.
Measurable improvement in leadership and role capability across the business.
Strong adoption and business satisfaction with development programs.
Reduced time-to-competence for critical roles.
Visible pipeline of succession-ready talent for key positions.
Shift in mindset from “training delivered” to “performance improved.”
Strong credibility of L&D as a business performance lever, not a support function.
At Copart, we are focused on harnessing the power of diversity, inclusion, and collaboration. By embracing diverse perspectives, we open doors to innovation and unleash the full potential of our team. We are dedicated to fostering a workplace where everyone feels appreciated, included, and inspired to grow and contribute meaningfully.
E-Verify Program Participant: Copart participates in the Department of Homeland Security U.S. Citizenship and Immigration Services' E-Verify program (For U.S. applicants and employees only). Please click below to learn more about the E-Verify program:
E-verify Participation
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