Director - Employee Development & Learning

AMC Networks; New York (NY); Hybrid; USD 150,000 - 180,000; Full time

Benefits offered by this job

Medical, Dental, Vision coverage

401(k) Plan

Tuition Reimbursement

Paid Time Off and Parental Leave

Job summary

AMC Networks is seeking a Director of Employee Development & Learning to enhance their enterprise learning strategy. This role focuses on core skills, functional skills, and leader development, partnering with business leaders to ensure alignment with organizational strategy.

The ideal candidate will possess extensive HR experience, strong leadership skills, and a relevant degree. A competitive salary package starting from $150,000 to $180,000 is offered, along with comprehensive benefits including medical plans and paid time off.

Qualifications

• 10+ years of HR experience supporting executive leaders.
• 4+ years of leadership and team management experience.
• Experience supporting a high-growth organization.

Responsibilities

• Design and lead an enterprise learning and development strategy.
• Develop leadership and people management programs.
• Establish scalable learning operations and measurement practices.

Skills

HR experience

Organizational design

Change management

Communication

Leadership coaching

Education

Bachelor’s degree in human resources or related field

ICF credentials (ACC or PCC)

SHRM-SCP or SPHR

Advanced degree (MBA, MS HR)

Job description

AMC Global Media is home to many of the greatest stories and characters in TV and film and the premier destination for passionate and engaged fan communities around the world. Our portfolio includes targeted streaming services AMC+, Acorn TV, Shudder, Sundance Now, ALLBLK and HIDIVE; cable networks AMC, BBC America, Independent Film Company, Sundance TV and We TV; and film distribution labels Independent Film Company and RLJE Films. We also operate AMC Studios, our in‑house studio, and AMC Networks International.

JOB RESPONSIBILITIES

The Director of Employee Development & Learning will design and lead an enterprise learning and development strategy aligned with company objectives and desired business outcomes, centered on three primary focus areas: Core Skills, Functional Skills, and People Management & Leadership Development.

Core Skills: Define and advance enterprise‑wide core skill development priorities that build foundational capabilities aligned with organizational strategy and culture. Lead the strategy for performance and feedback practices that support goal setting, continuous coaching, development planning, and accountability across the employee lifecycle. Partner with senior leaders and HR stakeholders to strengthen manager effectiveness, employee growth, and a culture of ongoing learning and feedback. Use employee engagement insights and organizational effectiveness priorities to inform development strategies that improve team performance, retention, and culture.

Functional Skills: Design and oversee enterprise learning programs that build technical and functional capabilities aligned with business priorities, role expectations, and identified skill gaps. Partner with business leaders and HR stakeholders to identify capability needs and translate them into targeted learning strategies that strengthen role‑specific performance.

People Management & Leadership Development: Develop leadership and people management programs that strengthen coaching capability, team effectiveness, internal mobility, and leadership readiness. Lead talent review and succession planning processes to identify high‑potential talent, strengthen leadership pipelines, and improve succession readiness across the organization. Provide strategic consultation and coaching to leaders on feedback culture, development planning, organizational effectiveness, and change leadership.

Operations, Systems & Analytics: Establish scalable learning operations, governance, and measurement practices to evaluate participation, adoption, effectiveness, and business impact. Serve as the functional lead for learning, performance, and talent systems, partnering with People Systems to define requirements, testing, reporting, and process improvements. Ensure systems, data integrity, workflows, and analytics effectively support talent programs and enable informed decision‑making. Manage relationships with external learning and talent vendors to ensure service quality, program effectiveness, contract alignment, and support for business priorities. Oversee key annual enterprise initiatives and participate in global task force efforts to ensure alignment across regions, including annual performance and goal‑setting cycles, Engagement Survey, Compliance Training, Cybersecurity Training Task and Mid‑Year Review (MYR).

QUALIFICATIONS (Required & Preferred)

• 10+ years of progressive HR experience supporting executive leaders and enterprise efforts in the areas of Strategic Feedback Systems, Performance Architecture, Operational and Data literacy, Talent Pipeline Management (succession planning).
• Strong capability in organizational design, change management, and leadership coaching in a fast‑paced environment.
• Excellent communication, executive presence, and stakeholder management skills.
• 4+ years of leadership and team management experience.
• Bachelor’s degree in human resources, management, organizational psychology, industrial/organization or related degree preferred.
• Preferred: ICF credentials (ACC or PCC), SHRM‑SCP or SPHR, and/or an advanced degree (MBA, MS HR).
• Experience supporting a high‑growth organization and scaling enterprise teams, processes, and capabilities.
• Demonstrated effectiveness partnering with global or multi‑site teams and navigating matrixed stakeholder environments.

Base Compensation: $150,000 - $180,000 commensurate with experience.

BENEFITS

• Medical, Dental, Vision, Prescription Drug Coverage
• 401(k) Plan
• Wellness Program
• Life Insurance
• Tuition Reimbursement
• Paid Time Off, Paid Parental Leave and Adoption Services
• Other benefit plan options subject to eligibility requirements.

Employees are offered the flexibility to work from home one day per week.

EEO STATEMENT

The Company is committed to a policy of nondiscrimination in its employment and personnel practices. Applicants are considered for all employment without regard to race, color, religious creed, religion, alienage, citizenship, gender, gender identity, national origin, ancestry, genetic predisposition or carrier status, age, marital status, familial status, military or veteran status, status as a victim of domestic violence, stalking or sexual assault, sexual orientation, disability, or any other characteristic protected by federal, state or local law.