Director of Learning & Talent Development

Oakworth Capital Bank; Birmingham (AL); On-site; USD 130,000 - 190,000; Full time

Job summary

Oakworth Capital Bank, located in Birmingham, AL, seeks a Director of Learning & Talent Development to lead the organization’s learning strategy and execute hands-on learning initiatives across markets.

As a strategic partner to Talent/HR and leadership, you will build the infrastructure, processes, and programs to advance enterprise learning, leadership development, and succession readiness while leveraging Oakworth’s core values.

Qualifications

• Experience building enterprise-wide learning infrastructure.
• Proven ability to serve as enterprise strategist and hands-on executor.
• Leadership development program design and implementation.
• Excellent communication, facilitation, and consulting skills.
• Experience in financial services environment preferred.

Responsibilities

• Build an organization-wide learning infrastructure aligned with business priorities.
• Create role-based learning paths to support proficiency and progression.
• Advance leadership development across levels and succession planning.
• Connect learning plans to talent reviews and workforce capabilities.
• Lead blended learning programs, including ILT, virtual, and e-learning.

Skills

Learning strategy

Hands-on execution

Leadership development

Curriculum design

Blended learning

Communication & facilitation

Stakeholder collaboration

Education

Bachelor's degree in Learning & Development or related field

CPTD credential (preferred)

Tools

LMS

Job description

Oakworth Capital Bank is expanding and has an excellent opportunity for someone to join our team in Birmingham, AL! We are looking for a full-time Director of Learning & Talent Development that will play a vital role in supporting our business goals and overall vision. An ideal candidate would meet the qualifications listed below, and more importantly, be able to demonstrate that they live by Oakworth Core Values (Golden Rule, Character, Innovative Spirit, Professionalism, Work Ethic).

Summary:

The Director of Learning & Talent Development is responsible for leading the learning and development efforts of the organization, across all markets. This role serves as both an enterprise learning strategist and a hands‑on executor.Partnering with Talent/HR associates and the Leadership Team, this role will establish the organization’s learning & development strategy and build the infrastructure, processes, tools, programs, and partnerships required to implement and sustain the strategy. The Director will own the full learning lifecycle – from identifying needs and developing solutions to delivering, maintaining, measuring and continuously improving learning across the organization.

Key Roles/Responsibilities:

• Build and maintain an organization-wide learning infrastructure for identifying needs and developing, delivering, maintaining, and measuring effective learning solutions.
• Create and maintain role-based learning paths and career development resources that support proficiency, career progression, and future opportunities.
• Continually advance leadership development by evaluating current offerings, addressing gaps, and expanding solutions across leadership levels.
• Connect learning priorities and development plans to succession planning, talent reviews, and organizational capability needs.
• Serve as both strategist and hands‑on executor, partnering with leaders, subject‑matter experts, facilitators, and external resources to deliver results.

Responsibility Details:

• Develop and execute an organization-wide learning and development strategy aligned with Oakworth’s business priorities, culture, talent strategy, and future capability needs.
• Build, own, and continuously improve the learning infrastructure, standards, tools, and operating rhythms that define how learning needs are identified, prioritized, developed, delivered, maintained, and measured.
• Conduct organization-wide learning needs assessments and partner with leaders, Talent/HR, and subject‑matter experts to identify current and future capability gaps across roles, teams, markets, and leadership levels – on a regular basis.
• Translate identified needs into clear learning priorities, objectives, roadmaps and scalable solutions that support onboarding, role proficiency, performance, advancement, and organizational growth.
• Design, build and maintain role-based learning paths that define the knowledge, skills, capabilities and development experiences needed for success and progression in critical roles.
• Create and maintain career development infrastructure that helps associates understand career options, evaluate development needs, build relevant capabilities, and prepare for future opportunities.
• Evaluate Oakworth’s current leadership development offerings, identify gaps and opportunities, and build an integrated roadmap that strengthens leadership capability at emerging, people‑leader, and senior‑leader levels.
• Advance a structured mentor program and coaching strategies across the organization, to support individual development goals with leadership capability, knowledge transfer, career progression, and succession readiness.
• Connect learning and development priorities to succession planning and talent review outcomes by creating targeted development strategies for successors, high‑potential associates, and critical talent pools.
• Lead the design, development, delivery, implementation, and evaluation of blended learning solutions, including instructor‑led programs, virtual learning, e‑learning, multimedia resources, job aids, learning guides, and train‑the‑trainer experiences.
• Own and advance the infrastructure of key development programs, including but not limited to the Associate Development Program, onboarding, Oakworth University, mentoring, leadership development, and other organization‑wide learning initiatives.
• Partner with leaders and Talent/HR to strengthen leader capability and accountability for coaching, associate development, knowledge transfer, and application of learning on the job.
• Collaborate with cross‑functional teams to ensure role‑and team‑specific training is effective, current, accessible and supported by appropriate documentation and internal expertise.
• Lead learning and development activities associated with expansion into new markets, including execution of applicable components of the New Market Playbook.
• Implement, administer, and optimize the Learning Management System and related platforms to improve access, assignment, tracking, reporting, content maintenance, and the associate learning experience.
• Develop and maintain competency models across the organization levels and critical roles to help define the knowledge, skills, abilities, and behaviors required for success.These competencies will inform role‑based learning paths, leadership development, career progression, and succession planning.
• Establish meaningful measures of participation, knowledge and capability growth, behavior change, business impact, scalability, and sustainability; use data and feedback to continuously improve solutions.
• Develop and maintain communications and centralized learning resources so associates and leaders can easily understand, access, and use available development opportunities.
• Remain current on adult learning, instructional design, learning technology, leadership development, career development, and relevant financial services trends; recommend practices appropriate for Oakworth.
• Operate as both strategist and hands‑on practitioner by personally developing content, facilitating learning, administering systems, managing projects, and executing priority initiatives while appropriately leveraging internal and external partners.

Qualifications and Skills:

• Bachelor’s degree in learning and development, organizational development, human resources, education, business, or a related field; equivalent relevant experience may be considered.
• Five or more years of progressive learning and development experience, including success building or scaling an organization-wide learning infrastructure.
• Proven ability to serve as both enterprise strategist and hands‑on executor—from assessing needs and setting direction to developing, delivering, administering, and improving learning solutions.
• Experience building role‑based learning paths, career development frameworks, leadership development programs, and development strategies connected to succession and talent reviews.
• Strong knowledge of adult learning, instructional design, facilitation, blended learning, content development, and learning evaluation.
• Ability to translate business and performance needs into practical learning solutions and measure adoption, effectiveness, behavior change and business impact.
• Experience administering or optimizing a Learning Management System and managing learning programs and projects from planning through continuous improvement.
• Excellent communication, facilitation, consulting, relationship‑building, and influencing skills, with the ability to engage leaders at all levels and manage multiple priorities.
• Experience in financial services or another regulated, multi‑market professional services environment is preferred.
• Certified Professional in Talent Development (CPTD) credential is preferred.

Oakworth has been recognized by American Banker magazine as one of the “Best Banks to Work For” nine times, earning a spot on the list every year since the program began in 2013. Most recently, Oakworth ranked #2 nationally in both 2024 and 2025, after holding the #1 ranking six times in prior years. To learn more about our story and what truly sets Oakworth apart, visit https://www.oakworth.com/.