VP, Enterprise Learning & Organizational Agility

VP, Learning - TL04BE

We're determined to make a difference and are proud to be an insurance company that goes well beyond coverages and policies. Working here means having every opportunity to achieve your goals - and to help others accomplish theirs, too. Join our team as we help shape the future.

We are seeking a dynamic and visionary Vice President, Enterprise Learning & Organizational Agility to join The Hartford. This role is pivotal in driving the strategy, design, and implementation of an AI-powered approach to learning solutions that will deliver Future Ready Talent to our businesses. Reporting directly to the Chief Talent Officer, the VP of Enterprise Learning & Organizational Agility will lead a dedicated team of learning & talent professionals and manage a multi-million-dollar budget to deliver comprehensive leadership and professional development programs for 3,000 leaders and 16,000 employees. This is a hybrid role (three days a week in the office - Tuesday, Wednesday, Thursday) and is ideally based in our Hartford, CT, Home Office; this role may also be based out of our New York, Boston, Chicago or Charlotte offices, with some travel.

• Strategic Leadership: Develop and execute a comprehensive, forward-thinking enterprise L&D strategy comprised of formal and informal solutions aligned with the company's business goals.
• AI-Driven Learning Innovation: Champion the integration of technology and generative AI to augment our learning capabilities and the learner experience. Stay abreast of the latest trends and advancements in learning and development, incorporating contemporary practices that foster skill development. Lead the design and implementation of AI-driven learning programs that cater to diverse learning needs and styles.
• Program Development and Management: Oversee the design and implementation of cutting-edge learning and development programs, including leadership development at all levels of the organization, core power skills, and partner with learning leaders on building domain expertise.
• Data-Driven Insights: Leverage learning analytics to track the effectiveness of L&D programs and identify areas for enhancement.
• Stakeholder Collaboration: Partner with business leaders, HR, and embedded segment learning teams to align learning initiatives with business goals and objectives. Collaborate with cross-functional teams, as a thought leader in the L&D community, to elevate strategic, end to end thinking in all learning investments.
• Team & Operations Management: Lead, mentor, and inspire a team of learning and development professionals. Foster a team culture aligned with our vision, values, behaviors and leader profile. Oversee the enterprise learning budget and use of external vendors to bring innovative learning solutions and technologies into the organization.
• Change Management: Lead with a change management mindset to ensure strong adoption results and integration of learning as a part of how we operate.
• Talent Pipelines & Retention: Partner with the business and HR Business Partners to influence the strength and depth of talent available in the company and positively contribute to future-ready talent through mobility, promotion, and retention outcomes while maintaining an inclusive culture.
• Culture: Deliver on our enterprise strategy, vision and values by supporting a culture of lifelong learning and continuous development where employees are empowered to own their career.

• Executive Leadership: A minimum of 15 years of overall business experience, including at least five years of recent leadership in a learning organization within a large, complex company, with a proven track record as the accountable executive interfacing with the C-suite. Diversified prior experience in areas outside of learning desirable.
• Professional Experience must include driving large-scale learning initiatives and transformational, culture work in a corporate environment leveraging contemporary tools and practices. Exceptional team leadership skills required, with the ability to inspire and motivate direct and indirect teams.
• Learning: Ability to coach and lead all aspects of learning strategy, adult learning design, development and delivery. Must possess expertise in leadership pipelining from frontline to senior executive, in building skills and capabilities for a large company, and supporting decentralized learning teams in building domain / technical skills.
• Technology Proficiency: Conversant in technologies used to enable enterprise learning including AI, LMS, content development, content management, knowledge management, assessment and skilling. Understanding and experience with the role of generative AI in learning and development is required.
• Strategy Development: Ability to translate business strategy and / or complex problems, address key issues and develop innovative solutions. Track record of leading with data and judgement, demonstrated visionary thinking.
• Communication & Influence: Excellent communication and interpersonal skills, with the ability to influence and build relationships at all levels of the organization.
• Flexible: Capability of operating with a high degree of success in a matrixed environment.
• Able and willing to travel 10% of the time or up to 20% if based outside of Hartford.
• Bachelor's degree in Human Resources, Organizational Development, Education, or a related field.