Director of Learning & Development

Role overview

M.S. Walker is hiring a Director of Learning & Development to create and lead its learning function from the ground up. The focus of the role is to strengthen organizational capability by identifying business skill gaps, building role-specific development and career pathways, improving promotability and internal mobility, and helping employees build modern capabilities such as AI literacy and proficiency with new enterprise systems.

This position is a build-and-scale opportunity. In the first year, you will establish the strategy, programs, and learning technology foundation, with the chance to expand into a broader integrated talent system covering development, career pathing, leadership growth, and digital enablement. The role reports to the Chief Human Resources Officer and works closely with business leaders, HR leadership, and Operations, especially on safety and regulatory learning. A major Year 1 objective is supporting adoption of the company’s SaaS ERP through role-based training and enablement.

Role details

Company: M.S. Walker, Inc.

Location: Norwood, MA

Work arrangement: Hybrid

Department: Human Resources

Reports to: Chief Human Resources Officer (CHRO)

Employment type: Full-time, exempt

What you will do

• Create and run an L&D strategy that supports company goals, workforce priorities, and the long-term HR roadmap.
• Set up the operating structure for the function, 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.
• Put in place a stronger approach to needs analysis and program evaluation that measures business impact such as promotion readiness, retention, and capability growth.
• Work with leaders across corporate, sales, and operations teams to identify skill gaps and convert business strategy into training priorities.
• Build role-based learning paths and curricula that match current and future capability needs.
• Create a repeatable process for spotting new capability needs and turning them into development programs.
• Design career frameworks and advancement pathways that support internal mobility and make employees ready for broader roles.
• Strengthen the bench for key positions and support succession planning in partnership with HR and business leaders.
• Collaborate on competency models and job architecture that connect development, performance management, and compensation decisions.
• Develop leadership programs for frontline managers through senior leaders, with a strong focus on manager effectiveness, engagement, and retention.
• Coach leaders so they can grow their teams and reinforce learning during everyday work.
• Define the company’s approach to AI readiness by building AI literacy and role-based AI enablement across teams, along with change support that drives adoption.
• Lead enablement for enterprise system adoption, including role-specific and process-based training for the company’s SaaS ERP rollout in partnership with the ERP team, IT, and impacted functions.
• Turn technical systems and tools into clear job aids, learning paths, and ongoing enablement support as new features are introduced.
• Own New Hire Orientation and onboarding programs so new employees have a consistent, effective, and engaging start.
• Oversee required safety and regulatory learning for operational employees, including OSHA, powered-industrial-truck, DOT/FMCSA, and alcohol-beverage handling topics.
• Coordinate training delivery and documentation with Operations and Safety so regulatory, insurance, and workers’ compensation requirements are met.
• Partner with Labor Relations and legal counsel to ensure training aligns with collective bargaining agreements and related pay/contract considerations.
• Use apprenticeship and skills-based progression programs as development routes for represented employees.

Success measures in the first 12 to 24 months

• An operating L&D model, learning platform, and governance structure are in place.
• Role-based development and career frameworks are active for key corporate, sales, and management groups, with better internal promotion and fill-from-within rates.
• Succession readiness and bench strength are clearer for critical positions.
• AI literacy and role-based AI training have been launched with measurable adoption.
• ERP training supports a timely go-live and strong user adoption.
• Safety and compliance learning remains current, complete, and auditable.
• Retention improves among high-potential employees.

About M.S. Walker

M.S. Walker is a fifth-generation family-owned importer, distributor, and bottler of wine and spirits with operations across multiple states and teams in corporate, sales, and operations. The business is investing in a dedicated Learning & Development function and is seeking a leader to establish and scale it with executive support. The opportunity offers the chance to build an enterprise capability from scratch and shape how learning supports the organization’s future.

Location and travel

This role is based at the company’s headquarters in Norwood, MA and follows a hybrid working model. Occasional travel is expected to regional locations in Rhode Island, New York, and New Hampshire to support cross-functional learning work and gain operational exposure.

Qualifications

• At least 7 years of progressive learning and development experience, including experience building or significantly rebuilding an L&D function.
• Proven success creating role-based development, career pathing, and leadership/management development programs that help employees move into larger and more senior roles.
• Experience identifying organizational capability needs and turning business strategy into development plans across multiple functions.
• Experience building or integrating competency models and job architecture that support performance management and talent decisions.
• Experience leading technology adoption enablement and change management, ideally with AI tools and/or an enterprise system implementation such as ERP.
• Strong knowledge of adult learning, instructional design, change management, and evaluation methods.
• Excellent presentation, communication, and stakeholder management skills.
• Preferred: Bachelor’s degree in Human Resources, Organizational Development, or a related field; Master’s degree preferred.
• Preferred: Experience in distribution, wholesale, logistics, or consumer packaged goods.
• Preferred: Exposure to regulated-industry safety and compliance training such as OSHA or DOT.
• Preferred: Experience working in a unionized environment.
• Preferred: Experience launching or migrating an LMS/LXP.
• Preferred: A relevant certification such as ATD CPTD/APTD or an equivalent credential.

Benefits

• Medical and dental coverage
• 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 growth opportunities

Mission

Since 1933, the company’s mission has been guided by family, integrity, respect, honesty, and hard work. It aims to build trust-based, long-term relationships with team members, customers, and suppliers while honoring its heritage, embracing innovation, improving continuously, and contributing responsibly to the communities it serves. The organization seeks to promote hospitality and maintain a respectful culture across the business.

Compensation

The pay range for this role is $140,000 to $160,000 per year.