Sr Director, Learning & Development (Hybrid - Acton, MA)

Job Summary
The Senior Director serves as a trusted advisor to leaders across the enterprise and champions innovative, data-driven, and learner-centered approaches that foster a culture of continuous learning and growth. Success in this role requires enterprise influence, strategic vision, operational excellence, and the ability to deliver measurable business outcomes through talent development investments.


Senior Director, Leadership & Talent Development
Position Overview
The Senior Director, Leadership & Talent Development is a global leadership role responsible for defining and executing Insulet's enterprise strategy for leadership, learning, and talent development. Reporting to the Vice President, Talent Management and serving as a member of the Talent Center of Excellence Leadership Team, this leader ensures the organization has the leadership capabilities, critical talent pipelines, and development experiences necessary to achieve current and future business objectives.
This role provides strategic leadership for executive development, leadership development, high potential talent acceleration, employee development, onboarding, early career programming, and enterprise capability building. Through partnerships with senior leaders, HR Business Partners, and Talent COE colleagues, the Senior Director translates business priorities into scalable development solutions that strengthen leadership effectiveness, accelerate readiness for critical roles, increase internal mobility, and enhance organizational performance.
The Senior Director serves as a trusted advisor to leaders across the enterprise and champions innovative, data-driven, and learner-centered approaches that foster a culture of continuous learning and growth. Success in this role requires enterprise influence, strategic vision, operational excellence, and the ability to deliver measurable business outcomes through talent development investments.
Primary Areas of Accountability
Enterprise Learning & Development Strategy
Develop and execute a multi-year enterprise learning and development strategy aligned to business objectives and talent priorities.
Establish a comprehensive development framework supporting employees at all levels of the organization.
Ensure learning investments build critical organizational capabilities required for future growth.
Leadership Development
Design and implement leadership development experiences for people leaders across all leadership levels.
Establish leadership curricula, development pathways, and experiences that strengthen leadership effectiveness.
Partner with senior business leaders to identify leadership capability gaps and development priorities.
Executive Development
Lead the strategy and delivery of executive development initiatives supporting ELT, SLT, and succession candidates.
Oversee executive assessments, coaching strategies, leadership diagnostics, and targeted development experiences.
Partner with executive leaders to strengthen enterprise leadership capability and organizational effectiveness.
High Potential & Succession Development
Develop enterprise strategies to identify, accelerate, and retain high potential talent.
Partner with Talent Practices and HR Business Partners to align development investments with succession plans and talent reviews.
Ensure development strategies improve readiness for critical leadership and business roles.
Employee Development & Career Growth
Establish development opportunities that strengthen employee growth, engagement, and career progression.
Support career mobility and talent marketplace initiatives that increase the movement of talent across the organization.
Enable employees to build capabilities required for current and future career opportunities.
Enterprise Capability Building
Partner with business leaders to identify enterprise capability needs and future skill requirements.
Translate business strategy into scalable capability building solutions.
Ensure development initiatives support transformation, innovation, and business performance objectives.
Onboarding & New Hire Integration
Establish and continuously improve enterprise onboarding strategies and experiences.
Accelerate time to productivity and cultural integration for new employees and leaders.
Ensure a consistent and engaging onboarding experience globally.
University Relations & Early Career Programs
Lead strategy and execution for university relations, internships, co-op programs, and early career development initiatives.
Build sustainable pipelines of emerging talent aligned with future workforce needs.
Strengthen partnerships with academic institutions and external talent communities.
Learning Technology, Innovation & Experience
Establish the vision and strategy for learning technology platforms and digital learning experiences.
Ensure learning solutions are accessible, user-centered, data-enabled, and scalable.
Identify innovative approaches to enhance development effectiveness and learner engagement.
Learning Measurement & Business Impact
Define metrics and success measures that demonstrate development effectiveness and business impact.
Utilize talent analytics, participant feedback, performance outcomes, and organizational metrics to inform decisions.
Continuously evaluate and optimize programs based on measurable outcomes.
Vendor & External Partner Management
Select, manage, and evaluate strategic external partners, consultants, coaches, and content providers.
Ensure strong return on investment and alignment with enterprise development objectives.
Maintain awareness of emerging leadership, learning, and talent development practices.
Talent Development Team Leadership
Lead, coach, and develop a high-performing team of talent development professionals.
Establish priorities, resource plans, governance, and operating rhythms to support enterprise objectives.
Foster a culture of innovation, accountability, collaboration, and continuous improvement.
Education & Experience
Required
Bachelor's degree.
15+ years of progressive experience in leadership development, learning, talent management, organizational development, or related disciplines.
8+ years of experience leading teams and enterprise-wide development initiatives.
Demonstrated experience developing leadership strategies and programs in a complex, matrixed environment.