Sr Director, Learning & Development (Hybrid - Acton, MA)

Insulet Corporation; Acton (MA); On-site; USD 180,000 - 260,000; Full time

Job summary

Insulet Corporation seeks a Senior Director of Leadership & Talent Development to define and execute our global strategy for leadership, learning, and talent development. Reporting to the VP of Talent Management, this leader ensures the organization has the capabilities, pipelines, and development experiences to meet current and future business objectives.

This role partners with HR Business Partners and the Talent COE to translate business priorities into scalable development solutions that

Responsibilities

• Develop and execute a multi-year enterprise learning and development strategy aligned to business objectives.
• Establish leadership curricula and development pathways across all levels of leadership.
• Lead executive development initiatives supporting ELT, SLT, and succession candidates.
• Partner with HR leaders to identify leadership capability gaps and prioritize development.

Job description

Job Summary

The Senior Director serves as a trusted advisor to leaders across the enterprise and champions innovative, data-driven, and learner-centered approaches that foster a culture of continuous learning and growth. Success in this role requires enterprise influence, strategic vision, operational excellence, and the ability to deliver measurable business outcomes through talent development investments.

Senior Director, Leadership & Talent Development

Position Overview

The Senior Director, Leadership & Talent Development is a global leadership role responsible for defining and executing Insulet's enterprise strategy for leadership, learning, and talent development. Reporting to the Vice President, Talent Management and serving as a member of the Talent Center of Excellence Leadership Team, this leader ensures the organization has the leadership capabilities, critical talent pipelines, and development experiences necessary to achieve current and future business objectives.

This role provides strategic leadership for executive development, leadership development, high potential talent acceleration, employee development, onboarding, early career programming, and enterprise capability building. Through partnerships with senior leaders, HR Business Partners, and Talent COE colleagues, the Senior Director translates business priorities into scalable development solutions that strengthen leadership effectiveness, accelerate readiness for critical roles, increase internal mobility, and enhance organizational performance.

The Senior Director serves as a trusted advisor to leaders across the enterprise and champions innovative, data-driven, and learner-centered approaches that foster a culture of continuous learning and growth. Success in this role requires enterprise influence, strategic vision, operational excellence, and the ability to deliver measurable business outcomes through talent development investments.

Primary Areas of Accountability

Enterprise Learning & Development Strategy

• Develop and execute a multi-year enterprise learning and development strategy aligned to business objectives and talent priorities.
• Establish a comprehensive development framework supporting employees at all levels of the organization.
• Ensure learning investments build critical organizational capabilities required for future growth.

Leadership Development

• Design and implement leadership development experiences for people leaders across all leadership levels.
• Establish leadership curricula, development pathways, and experiences that strengthen leadership effectiveness.
• Partner with senior business leaders to identify leadership capability gaps and development priorities.

Executive Development

• Lead the strategy and delivery of executive development initiatives supporting ELT, SLT, and succession candidates.
• Oversee executive assessments, coaching strategies, leadership diagnostics, and targeted development experiences.
• Partner with executive leaders to strengthen enterprise leadership capability and organizational effectiveness.

High Potential & Succession Development

• Develop enterprise strategies to identify, accelerate, and retain high potential talent.
• Partner with Talent Practices and HR Business Partners to align development investments with succession plans and talent reviews.
• Ensure development strategies improve readiness for critical leadership and business roles.

Employee Development & Career Growth

• Establish development opportunities that strengthen employee growth, engagement, and career progression.
• Support career mobility and talent marketplace initiatives that increase the movement of talent across the organization.
• Enable employees to build capabilities required for current and future career opportunities.

Enterprise Capability Building

• Partner with business leaders to identify enterprise capability needs and future skill requirements.
• Translate business strategy into scalable capability building solutions.
• Ensure development initiatives support transformation, innovation, and business performance objectives.

Onboarding & New Hire Integration

• Establish and continuously improve enterprise onboarding strategies and experiences.
• Accelerate time to productivity and cultural integration for new employees and leaders.
• Ensure a consistent and engaging onboarding experience globally.

University Relations & Early Career Programs

• Lead strategy and execution for university relations, internships, co-op programs, and early career development initiatives.
• Build sustainable pipelines of emerging talent aligned with future workforce needs.
• Strengthen partnerships with academic institutions and external talent communities.

Learning Technology, Innovation & Experience

• Establish the vision and strategy for learning technology platforms and digital learning experiences.
• Ensure learning solutions are accessible, user-centered, data-enabled, and scalable.
• Identify innovative approaches to enhance development effectiveness and learn