Senior Director of Learning & Development

The Senior Director of Learning & Development at DLP Capital is responsible for developing and implementing comprehensive learning strategies that align with the company's goals. You will create training programs aimed at upskilling employees, enhance leadership development pipelines, and lead initiatives to foster a culture of continuous learning. You will also design tailored training curriculums for various teams, ensuring everyone has the skills needed to excel.

To qualify for the Senior Director of Learning & Development role at DLP Capital, candidates should have a minimum of 8 years of experience in designing and managing effective learning and development programs. A strong background in aligning training initiatives with organizational goals is essential, along with expertise in real estate investment or asset management. Excellent interpersonal skills and the ability to inspire cross-functional teams are crucial for success.

At DLP Capital, we use data and analytics to measure the effectiveness of our learning and development programs. This involves tracking employee performance post-training, gathering feedback, and identifying any gaps in knowledge or skills. The insights derived from this data allow us to continually refine our programs and drive improvements.

Corporate culture is a critical aspect of the Senior Director of Learning & Development role at DLP Capital. You will champion a culture of learning and professional growth within the organization. This includes promoting our core values, engaging employees at all levels, and ensuring that training initiatives are aligned with our mission of building Thriving Communities.

As the Senior Director of Learning & Development at DLP Capital, you will enjoy a range of benefits and perks such as unlimited PTO, comprehensive health insurance plans, 401(k) matching, learning incentives, Volunteer Time Off, and well-being programs. Additionally, you will experience the fulfillment of making a significant impact on both the organization and the communities we serve.

When asked about designing learning programs, share specific examples of programs you've created or managed. Talk about the processes you followed, any challenges you faced, and how those programs were aligned with organizational goals, as this shows your strategic thinking.

Discuss specific metrics or KPIs you have previously used to measure training success. This might include participant feedback, performance improvement, or business outcomes. Highlight your strategic approach to using data in effective decision-making.

Highlight innovative engagement strategies you've implemented, such as interactive sessions, gamification, or personalized learning paths. Emphasize the importance of understanding employee needs and tailoring content to meet those needs.

Share your commitment to continuous learning. This could involve attending workshops, participating in professional communities, or following relevant publications. Demonstrating dedication to staying informed showcases your passion for the field.

Provide a specific situation where you managed a conflict. Explain your approach, the skills you used to facilitate resolution, and how it ultimately served the team's learning and development objectives.

Offer details about a unique training program you developed, focusing on the need it met and the results achieved. Make sure to incorporate how you aligned it with business objectives to highlight your strategic thinking.

Discuss your approach to understanding the organization's goals, and how you would conduct needs assessments to align learning programs accordingly. Include examples of past alignment efforts to enhance your credibility.

Share your targeted experience in cultivating leadership skills within organizations. Highlight the specific programs you’ve implemented and how they contributed to creating effective future leaders.

Discuss your approach to understanding the unique needs of various teams and how you would adjust learning objectives to fit those dynamics while ensuring training effectiveness and relevance.

Consider discussing topics such as keeping training relevant amidst rapid changes, employee engagement, or integrating technology into learning. This question gauges your awareness of broader industry challenges.