Enterprise L&D Leader: Leadership & Manager Growth

National Veterinary Associates; Nashville (TN); On-site; USD 170,000 - 210,000; Full time

Benefits offered by this job

Equity Eligible

401k with employer match

Comprehensive benefits

Job summary

National Veterinary Associates (NVA) seeks a Senior Director, Learning & Development to lead the enterprise non-clinical L&D function across a network of more than 1,300 sites and a centralized support center. The role sets the strategy, governance, and investment priorities for leadership, manager, and team development.

The leader will translate business and talent strategy into high-quality learning solutions, measurable outcomes, and a scalable portfolio across a geographically dispersed

Qualifications

• Translate business and talent strategy into scalable learning solutions.
• Lead enterprise (non-clinical) L&D strategy, governance, and investments.
• Partner with executives to align learning with workforce needs.

Responsibilities

• Lead enterprise L&D strategy, roadmap, and operating model across 1,300+ sites.
• Shape and steward the enterprise learning portfolio with clear priorities and governance.
• Build leadership development architecture for various leadership levels.
• Establish scalable manager development approaches for new and promoted managers.
• Translate talent reviews and succession plans into differentiated development actions.
• Own the learning portfolio from needs assessment to continuous improvement.
• Define learning tech/learner-experience strategy including LMS governance.

Skills

Leadership strategy

Executive influence

Learning portfolio management

AI fluency in learning

Communication & collaboration

Education

Bachelor’s degree

Master’s degree (preferred)

Tools

LMS

Learning technology platforms

Job description

The Senior Director, Learning & Development is accountable for NVA's Learning &

Development function (non-clinical), setting and executing an integrated enterprise learning

strategy that builds leadership, manager, team, and individual capabilities required to

support the company's continued growth and performance.

Operating across a network of more than 1,300 sites and a centralized support center, this

leader will set direction for leadership and manager development, team effectiveness, all?learner development, and learning operations.

This role requires an enterprise perspective, strong executive influence, and the ability to

translate business and talent strategy into high-quality learning solutions, disciplined portfolio choices, and measurable outcomes across a geographically dispersed, operationally intensive organization.

• Lead the enterprise (non-clinical) Learning & Development strategy, roadmap,

operating model, governance, and investment priorities, aligning the portfolio with

business strategy, talent priorities, workforce needs, and the capabilities NVA

requires to grow and perform.

• Shape and steward the enterprise learning portfolio, establishing clear priorities,

decision rights, quality standards, and regular portfolio reviews that scale high-value

programs, improve underperforming offerings, and reduce duplication across the

organization.

• Build aleadership development architecture spanning new and newly promoted

leaders, senior leaders, executives, and high-potential populations, with

development experiences aligned to enterprise leadership expectations, succession

priorities, and critical transitions.

• Establish a scalable manager development approach for new, experienced, and

newly promoted people managers, providing practical learning, tools, coaching

practices, and reinforcement that strengthen people leadership, performance

management, feedback, and team leadership.

• Partner with Talent & Organizational Effectiveness to translate talent reviews,

succession plans, performance insights, assessments, high-potential identification,

and leadership competencies into differentiated development actions that

strengthen readiness and bench strength.

• Own the enterprise (non-clinical) learning portfolio from needs assessment through

performance support, and continuous improvement, with clear standards for quality,

scalability, and learner relevance.

• Define the learning technology and learner-experience strategy with People

Operations/Technology and Clinical Learning, including LMS and platform

governance, simplified learner access, data quality, reporting, field and mobile

accessibility, and responsible use of emerging technology and AI.

• Establish enterprise learning measurement and evaluation practices that assess

reach, behavior change, team effectiveness, talent outcomes, time-to-proficiency,

and business impact, using insights to strengthen portfolio and investment

decisions.

Partner closely with Clinical Learning, People Business Partners, Culture & Engagement,

business leaders, and field leadership to create a connected learning ecosystem (incl.

onboarding content), clarify ownership across learning domains, and ensure enterprise

solutions are practical for a distributed operating environment.

Success Metrics/KPIs:

• Enterprise learning priorities and major leadership development milestones are

delivered on time, within approved investment parameters, and at intended scale

across priority learner populations.

• Leadership capability improves through stronger application of leadership

expectations, coaching, feedback, talent development, decision-making, and

effective leadership transitions.

• Manager capability improves through stronger people leadership, performance

management, development conversations, team leadership, and consistent use of

enterprise manager tools.

• Reach and adoption increase through strong participation, completion, repeat

engagement, self-directed learning utilization, and improved learner access,

findability, relevance, and experience.

Key Internal and External Stakeholders:

Internal: Chief People Officer, People Leadership Team, executive and senior business

leaders, Talent & Organizational Effectiveness, People Business Partners, Clinical/Medical

Learning, Culture & Engagement, People Operations and People Technology, Internal

Communications, hospital and field leadership, functional leaders, people managers, and

team members.

External: Executive and leadership development partners; external coaches; assessment

providers; LMS and learning-technology vendors; instructional-design/content partners;

consultants; and specialized education/training providers.

Required Capabilities:

• Enterprise L&D strategy and portfolio architecture, with the ability to translate

business and talent priorities into scalable learning solutions and investment

choices.

• Deep leadership and manager development expertise, including adult learning,

instructional design, blended and experiential learning, coaching, mentoring,

facilitation, and team effectiveness.

• Strong business and talent acumen, including the ability to connect learning with

and organizational capability needs.

• Executive presence, strategic thinking, financial judgment, enterprise influence,

change leadership, communication, team leadership, and innovation/AI fluency.

Experience:

• 10+ years of progressive experience in enterprise learning and development,

related people capability function in a complex organization (health care and rapid

growth setting is a plus).

• Demonstrated experience building, scaling, or transforming an enterprise learning

strategy, operating model, portfolio, and/or center of expertise with broad

organizational reach.

• Deep experience designing and leading leadership and manager development across

multiple levels, including new leaders, experienced managers, senior leaders,

executives, high-potential populations, and leadership transitions.

• Experience advising and influencing senior executives and cross-functional leaders,

diagnosing capability needs, and translating business and talent priorities into

practical, scalable, measurable development solutions.

• Demonstrated people leadership experience, including leading teams, setting

priorities, allocating resources, managing budgets, and building capability through

internal talent and external partners.

Education / Certifications / Licensing:

• Bachelor’s degree in Education, Human Resources, Organizational Development,

Industrial / Organizational Psychology, People Strategy, Talent Management, or a related

field; equivalent experience may be considered.

• Master’s degree in Education, Organizational Development, Business Administration,

Industrial / Organizational Psychology, People Strategy, or related field is preferred.

Job requirements, including essential job responsibilities, key deliverables and

outcomes, and success metrics, all subject to change based on business needs

Compensation:

Annual Incentive Plan: 30%

Equity Eligible

National Veterinary Associates (NVA) is a leading North American pet health care company with nearly 1,300 locations spanning general practice veterinary hospitals, Ethos emergency and specialty hospitals, and pet resorts and equine veterinary care. With approximately 40,000 team members, we care for pets and support pet families in communities across the United States and Canada. Our purpose is to give pets and the people who love them more quality years together, and our mission is to make care more personal, easy and accessible while advancing medicine and care across every stage of life. Across NVA, we support our teams with the resources, expertise and opportunities they need to deliver exceptional care and help shape the future of veterinary and pet care.

Purpose: Give pets and the people who love them more quality years together

Mission: Transform the pet family experience to be personal, easy and accessible, while advancing medicine and care across every stage of life.

Values: Care Deeply, Do What’s Right, One Team, Own It, Shape What’s Next

One NVA: Bringing General Practice & Ethos Together

NVA is built to make care personal, easy and accessible, while advancing medicine across every stage of a pet’s life.

At National Veterinary Associates, we want to make sure your experience connecting with us is seamless and straightforward. Here’s what to expect when interacting with us:

- We’ll always reach out via verified LinkedIn profiles or emails ending in @nva.com

- We may also contact you via text message from an identified NVA representative for recruiting-related communication

- All job opportunities and applications are hosted on our official careers site: careers.nva.com

- There is no cost or confidential information required to apply or be considered for a position

If you have any doubts about a communication, feel free to visit our careers page to verify authenticity or email us at [e-mail]. Thank you for exploring opportunities at NVA!

NVA offers a comprehensive benefits program including medical, dental, vision, a 401k with employer match, and paid time off (including sick time) for all eligible employees. The team can provide more information about compensation and benefits for your specific location during the process. For positions based in Colorado, NVA provides eligible employees with paid sick and safe leave and public health emergency leave in accordance with the requirements of Colorado's Healthy Families and Workplaces Act.

NVA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information. Pursuant to the San Francisco Fair Chance Ordinance, Los Angeles Fair Chance Initiative for Hiring Ordinance, and any other state or local hiring regulations, we will consider for employment any qualified applicant, including those with arrest and conviction records, in a manner consistent with the applicable regulation.