VP, Learning & Organizational Development Full Time NEW

Position Summary:

The VP, Learning & Development (L&D) will set the enterprise learning strategy and operating model for PFG – aligning Corporate and operating segments. The role will own leadership development across critical career transitions (new leaders, emerging leaders, and experienced leaders) and provide strategic direction for functional learning. The leader will establish a scalable approach, a common architecture that can be tailored by segment to associate needs, while ensuring standards, measurement, and continuous improvement at enterprise scale. This is a highly visible, execution‑oriented role that blends strategy and delivery in a decentralized environment. The ideal leader brings expertise in adult learning, virtual and blended learning, AI‑enabled learning, and vendor/partner management; demonstrates strong influence and navigation skills across a matrix; and is equally comfortable facilitating at the front of the room and designing systems that scale. A “scrappy,” simplify‑to‑deliver, and results‑oriented mindset is essential.

Key Responsibilities

Enterprise Strategy & Governance

• Set the enterprise L&D strategy aligned to business priorities for Corporate and the operating segments (Foodservice Distribution, Convenience, Specialty).
• Define the L&D operating model (roles, standards, ways of working) balancing enterprise consistency with segment flexibility.
• Establish governance for learning priorities, investments, and measurement—partnering with HR, business leaders, and segment HR/L&D leads.

Leadership Development (Career Transitions)

• Build a coherent leadership curriculum spanning New Leader, Emerging Leader, and Experienced Leader programs; incorporate coaching, assessments, and on‑the‑job application.
• Implement multi‑modal learning (virtual, in‑person, blended) and AI‑supported personalization (e.g., adaptive pathways, practice bots, nudges).
• Create capability frameworks and success profiles tied to measurable outcomes (e.g., time‑to‑productivity, leader readiness, internal mobility, bench strength).

Functional Learning – Sales, Operations, etc.

• Design an Academy like architecture with shared core content, toolkits, and standards, with segment‑tailored pathways to meet customer and associate needs.
• Partner with Sales and Operations leadership to prioritize mission‑critical capabilities (e.g., prospecting, value selling, route optimization, inventory & safety, frontline leadership).
• Embed learning in the flow of work (microlearning, playbooks, performance support) and integrate with systems (LMS/LXP, HRIS, WFM) as applicable.

Execution in a Decentralized Environment

• Lead learning operations (calendar, delivery, logistics, virtual studios, facilitator capability) to ensure speed, quality, and scale.
• Build segment partnerships and communities of practice to amplify adoption while respecting local context
• Manage vendors/partners strategically—RFPs, SLAs, curation vs. build decisions, and cost discipline.

Data, Technology & AI

• Establish learning measurement and dashboards (participation, completion, application, business impact).
• Leverage AI for content curation, practice, translation/localization, and analytics while maintaining privacy and responsible AI practices.
• Drive portfolio rationalization—simplify offerings, retire low‑impact programs, and reinvest in high‑ROI capabilities.

Culture & Change

• Champion a learning culture that emphasizes simplicity, speed, and measurable performance outcomes.
• Communicate progress and results to executive stakeholders; influence without authority across a complex matrix.
• Role‑model facilitation excellence and systems thinking—able to both teach and architect.

Required Qualifications

• Bachelor’s degree in HR, Organizational Development, Business or related field
• 12+ years of progressive experience in Learning & Development, Talent, OD, or related fields; 5+ years leading enterprise or multi‑business L&D portfolios.
• Demonstrated success building leadership development for multiple career transitions (new, emerging, experienced leaders).
• Proven experience executing in decentralized environments with multiple segments/business units.
• Expertise in adult learning principles, virtual/blended learning, and AI‑enabled approaches.
• Strong vendor management (selection, contracting, governance, performance).
• Exceptional influence and navigation skills across executives and field operations; able to simplify complexity and drive alignment.
• Comfortable facilitating executive and manager programs and taking a systems/operating model approach.
• Demonstrated ability to be scrappy—move fast, simplify, and deliver results with limited resources.