Director, Learning Experience - Field

As the Director, Learning Experience - Field at Gap Inc., your primary responsibilities include leading a high-performing team of Learning Experience Partners who focus on creating effective learning and development programs for retail employees. You will collaborate with various HR and business leaders to align learning strategies with operational needs, oversee the implementation of tailored training solutions, and ensure that all learning experiences are engaging, inclusive, and directly support store-level objectives. Additionally, you will leverage analytics to measure the success of these programs and continuously improve learning initiatives based on stakeholder feedback.

To qualify for the Director, Learning Experience - Field position at Gap Inc., candidates should hold a bachelor’s degree in Learning & Development, Organizational Development, or a related field, with an advanced degree preferred. Furthermore, a minimum of 8 years of progressive experience in learning and development, particularly focused on retail or frontline employee training, is required. Candidates should demonstrate strong leadership capabilities, experience in project management and a deep understanding of retail operations, alongside familiarity with Learning Management Systems and digital learning platforms.

The Director, Learning Experience - Field plays a crucial role in employee development at Gap Inc. by overseeing the creation and delivery of tailored learning solutions that address the specific training and development needs of retail employees. By fostering collaboration among Learning Experience Partners and aligning learning strategies with business objectives, this role ensures that employees receive the necessary skills and support to advance in their careers. Moreover, by championing a culture of continuous learning and integrating innovative technologies, the Director helps empower employees for long-term success within the organization.

Essential skills for a successful Director, Learning Experience - Field at Gap Inc. include strong leadership and team development abilities, exceptional communication and facilitation skills, and a solid understanding of retail operations. An analytical mindset is crucial for assessing program effectiveness through data, while strong project management skills are necessary to juggle multiple initiatives simultaneously. Additionally, familiarity with instructional design principles and a proven ability to integrate technology into learning strategies are key to enhancing training engagement and scalability.

The impact of the Director, Learning Experience - Field on retail excellence at Gap Inc. is profound. By designing and delivering effective learning programs that align with business objectives, this role helps ensure that employees possess the skills necessary for operational success, exceptional customer experiences, and strong sales performance. Additionally, by fostering an environment of continuous learning and development, the Director enables employees to achieve career progression, ultimately enhancing the overall success of Gap Inc.'s retail operations.

When developing a learning strategy for a diverse retail workforce, I prioritize inclusivity and accessibility. I believe in engaging with employees at all levels to understand their unique challenges and learning preferences. This involves conducting needs assessments and utilizing feedback to create tailored programs that cater to various learning styles. Additionally, I leverage technology to provide flexible learning experiences that can be accessed by all employees, irrespective of their location. By continuously reviewing and adapting the strategy based on employee feedback and business needs, I ensure its effectiveness.

Assessing the effectiveness of learning programs involves a systematic approach that includes setting clear success metrics prior to implementation. I utilize a mixture of qualitative and quantitative data, including employee feedback, completion rates, and performance changes post-training. Surveys and interviews provide insights into employee satisfaction and areas of improvement. Furthermore, I analyze overall business performance to ensure that learning outcomes align with organizational goals, enabling adjustments to be made where necessary to enhance the impact.

In my previous roles, I have successfully managed teams of Learning Experience professionals, focusing on fostering collaboration, creativity, and continuous learning. I prioritize a coaching approach to leadership, giving team members the autonomy to develop their skills while providing guidance when needed. Regular team meetings and one-on-one check-ins help me to stay connected with my team’s progress and challenges. This culture of support empowers team members to take ownership of their projects, leading to high-quality learning solutions.

To ensure alignment between learning solutions and business objectives, I maintain close collaboration with key stakeholders across all departments. This includes engaging in thorough discussions to understand the business goals and the skills required to achieve them. By integrating these insights into the design of learning programs and continuously validating whether training outcomes meet these objectives through feedback and performance metrics, I am able to create impactful learning experiences that support broader organizational initiatives.

One successful learning initiative I led involved the redesign of our onboarding program for retail employees. Recognizing the need for a more engaging and streamlined process, I collaborated with various stakeholders to create a blended learning path that incorporated both in-person and digital training modules. Feedback from new hires indicated that they felt better prepared and supported, leading to a significant drop in the onboarding time and an increase in overall employee retention rates. The success of this program showcased the power of tailored learning experiences and cross-departmental collaboration.

Technology plays a pivotal role in my learning strategies, particularly when it comes to scalability and engagement. I leverage Learning Management Systems (LMS) for content delivery, progress tracking, and analytics. Additionally, I incorporate digital tools such as webinars, mobile learning apps, and social learning platforms to cater to diverse learning preferences and increase accessibility. By continuously exploring new technologies, I seek innovative solutions that enhance the learning experience and foster a culture of continuous development.

Handling resistance to new learning initiatives begins with understanding the root causes of that resistance. I engage with employees in open dialogues, seeking their feedback and concerns about the proposed changes. By showing empathy and addressing these concerns through clear communication about the benefits and objectives of the initiative, I aim to create buy-in. Additionally, involving employees in the design process can foster ownership, making them more likely to accept and embrace new training programs.

Staying informed about the latest trends in employee training and development requires a proactive approach. I regularly attend industry conferences, webinars, and workshops to learn from thought leaders in the field. Additionally, I subscribe to relevant publications, engage in online communities, and participate in professional networks to share best practices and innovative ideas. This ongoing learning helps me implement cutting-edge strategies within my own organization.

Prioritizing learning needs across multiple retail locations involves conducting thorough assessments of each store's unique challenges and skill gaps. I work closely with store leaders to gather insights into operational requirements and employee development needs. This data-driven approach helps me to identify which locations require immediate attention while also allowing for scalable learning solutions that can be adapted to various contexts, ensuring both consistency and local relevance in the training provided.

I believe that the most important quality for a Director of Learning Experience is the ability to inspire and empower others. This involves not only having a strategic vision for learning and development but also being an approachable and supportive mentor. It is essential to create an environment where employees feel safe to share their ideas and challenges, fostering a culture that values learning and growth. By leveraging this quality, I aim to cultivate high-performing teams and impactful learning initiatives.