Director of Learning & Development

Role Overview

M.S. Walker is seeking a Director of Learning & Development to establish and scale its L&D function in Norwood, MA. This position will be responsible for shaping the company’s learning strategy, building development and career pathways, strengthening internal mobility and succession pipelines, and helping employees build the capabilities needed for future growth. A major focus in the first year is improving adoption of enterprise systems, including the company’s SaaS ERP, while also expanding AI literacy and role-based digital enablement.

This is a hands-on build-from-scratch opportunity. The selected leader will design the strategy, programs, and technology approach, with the possibility of expanding the team over time. The role partners closely with business leaders, HR leadership, Operations, and Labor Relations, and reports to the Chief Human Resources Officer.

Key Responsibilities

• Develop and run an L&D strategy that supports business goals, workforce capability needs, and the broader HR roadmap.
• Create the operating structure for learning, including program intake, prioritization, governance, vendor coordination, and budget ownership.
• Choose and manage the learning technology environment, including whether to use the current Paycor learning module or implement a separate LMS/LXP.
• Set up evaluation methods that measure real business impact such as promotion readiness, retention, and capability growth.
• Work with leaders across corporate, sales, and operations teams to identify skills gaps and turn business plans into learning priorities.
• Design role-based learning journeys and curricula for current and future skill needs.
• Create a repeatable process for spotting emerging capability needs and converting them into new programs.
• Build career architecture and development paths that support promotability and clearer progression across the organization.
• Strengthen the internal talent pipeline and succession bench for critical roles.
• Partner with HR leadership on competency modeling and job architecture to align development, performance management, and compensation.
• Create leadership and management development programs for supervisors through senior leaders, with a focus on engagement, performance, and retention.
• Coach managers to develop their teams and reinforce learning in everyday work.
• Define the company’s approach to AI readiness, including AI literacy, role-based enablement, and change support for adopting new tools.
• Lead enterprise-system training and adoption efforts, including role-based ERP training for the company’s SaaS implementation.
• Turn complex systems and processes into practical learning tools, job aids, and training paths.
• Own onboarding and new-hire orientation so new employees ramp up quickly and have a consistent experience.
• Oversee required safety and regulatory training, including OSHA, powered industrial truck, DOT/FMCSA, and alcohol-beverage handling topics.
• Work with Operations and Safety to keep training current, documented, and audit-ready.
• Collaborate with Labor Relations and legal counsel to ensure training aligns with collective bargaining agreements and contract-related pay provisions.
• Use apprenticeship and skills-progression programs to help represented employees grow into advancement opportunities.

What Success Looks Like in the First 12–24 Months

• A complete L&D operating model, learning platform, and governance structure is in place.
• Role-based development and career frameworks are active for key corporate, sales, and management groups, with stronger internal promotions and hires filled from within.
• Bench strength and succession readiness improve for critical positions.
• AI literacy and role-based AI adoption are rolled out with measurable uptake.
• ERP training supports a timely, well-adopted launch and contributes to the system’s business case.
• Safety and compliance training remains current, complete, and auditable.
• Retention improves among high-potential employees.

Qualifications

Required

• At least 7 years of progressive learning and development experience, including building or substantially rebuilding an L&D function.
• Proven success creating role-based development, career pathing, and leadership or management programs that prepare employees for broader responsibilities.
• Experience diagnosing organizational capability needs and turning strategy into development plans across several functions.
• Background in building or aligning competency models and job architecture that support performance and talent decisions.
• Experience leading technology adoption and change management, ideally involving AI tools and/or an ERP or similar enterprise system rollout.
• Strong knowledge of adult learning, instructional design, change management, and program evaluation.
• Excellent communication, facilitation, and stakeholder management skills.

Preferred

• A bachelor’s degree in Human Resources, Organizational Development, or a related discipline; a master’s degree is preferred.
• Experience in an operations-heavy business such as distribution, wholesale, logistics, or CPG.
• Familiarity with regulated-industry safety and compliance training requirements such as OSHA and DOT.
• Prior experience in a unionized setting.
• Experience launching or migrating an LMS/LXP.
• Professional certification such as ATD CPTD/APTD or an equivalent credential.

Location & Travel

This role is based at the company’s headquarters in Norwood, Massachusetts and follows a hybrid work arrangement. Occasional travel is expected to locations in Rhode Island, New York, and New Hampshire to support cross-functional learning work and build operational knowledge.

About the Company

M.S. Walker is a fifth-generation, family-owned importer, distributor, and bottler of wine and spirits with operations across multiple states. The company is investing in a dedicated Learning & Development function and is looking for a leader to create and guide it. This is an opportunity to build an enterprise-wide capability from the ground up with executive backing and the freedom to shape the function thoughtfully.

Benefits

• Medical and dental insurance
• Vision coverage
• Paid time off program
• 401(k) through Fidelity Investments
• Disability, life, accident, and illness insurance packages
• Discounted fitness memberships
• Free and discounted work/life resources
• Career advancement opportunities

Mission Statement

Since 1933, the company has been guided by values of family, integrity, respect, honesty, and hard work. It aims to build lasting relationships based on trust and reliability, while balancing heritage with innovation to keep improving and adapting to the changing needs of the industry. The organization also emphasizes responsible community contribution and a culture of hospitality and respect.

Compensation

The salary range for this position is $140,000 to $160,000 per year.