Learning Strategy Director

The Director, Learning Strategy is responsible for shaping the strategic direction, roadmap, and governance for learning programs across Global Architectural, including the Paint Stores Group and the Consumer Brands Group. This role leads a team of Program Managers who oversee the lifecycle of learning programs—from needs assessment and intake through execution, measurement, and continuous improvement.  Acting as the key strategic counterpart to the Sr Manager of Learning Design, this role ensures that learning initiatives are prioritized, aligned to business objectives, and grounded in measurable outcomes. The Director, Learning Strategy steers the intake process, evaluates program effectiveness using data, and partners with business leaders to deliver learning solutions that enhance workforce capability and drive business results. 

Job duties include contact with other employees and access confidential and proprietary information and/or other items of value, and such access may be supervised or unsupervised. The Company therefore has determined that a review of criminal history is necessary to protect the business and its operations and reputation and is necessary to protect the safety of the Company’s staff, employees, and business relationships.

Requirements:

Learning Strategy & Program Management 

• Develop and maintain a comprehensive learning strategy and roadmap that supports business goals for PSG and CBG.  
• Conduct ongoing needs assessments and consult with business leaders to identify capability gaps and emerging priorities.  
• Translate business strategies into clear learning pathways, targeted interventions, and scalable solutions.  
• Ensure alignment with Enterprise leadership development, organizational development, and talent strategies. 
• Lead Program Managers responsible for end‑to‑end oversight of learning programs, including timelines, stakeholder engagement, risks, and communication.  
• Ensure learning programs are delivered on time, within scope, and aligned with defined success metrics.  
• Partner with the Learning Design team to ensure seamless transitions from strategy to design and development. 

 

Governance, Intake & Prioritization 

• Manage a standardized intake and prioritization process that evaluates requests based on business impact, scalability, audience, and resource availability.  
• Facilitate cross-functional intake meetings, ensuring transparent decision-making and clear communication back to stakeholders.  
• Collaborate with the Sr Manager of Learning Design to allocate resources, scope projects, and ensure readiness before work begins. 

 

Stakeholder & Business Partnership 

• Act as the primary strategic interface to PSG and CBG leadership teams on learning priorities, program status, and performance outcomes.  
• Facilitate regular business reviews to ensure learning solutions continue to meet functional needs and reflect business changes.  
• Influence stakeholders and build alignment across diverse teams and levels of the organization. 

 

Measurement & Learning Effectiveness 

• Define measurement strategies for learning programs using established models. 
• Use data to evaluate program effectiveness, identify trends, and pinpoint opportunities for improvement.  
• Present insights and recommendations to business leaders, guiding strategic decision-making based on performance outcomes. 

 

Continuous Improvement & Innovation 

• Create a culture of evidence‑based decision making and continuous improvement across all learning initiatives.  
• Review program performance data to refine curricula, enhance learner experience, and improve business impact.  
• Identify opportunities to modernize the learning ecosystem, recommending new technologies or methodologies in partnership with Learning Design. 

 

Team Success & Development 

• Select and onboard all new staff members. 
• Coach and develop team members for higher levels of performance in current role & prepare for future roles. 
• Provide guidance and direction to team members, including setting performance standards and monitoring performance. 
• Foster engagement among team members and department. 
• Oversee the daily operations of the department, including all department projects and related tasks. 
• Encourage and build mutual trust, respect and cooperation among staff members. 

 

Other Training & Learning Projects 

• Attend local and non-local trainings as required/approved. 
• Perform duties as needed for National Sales Meeting(s). This may include developing and delivering content, graphic/video design, breakouts, managing the vendor show, or other supporting responsibilities as needed. 
• Perform other duties as assigned. 

Qualifications:

Required:

• Bachelor’s Degree
• 7+ years of experience in Learning & Development, Organizational Development, or Talent Management 
• 5+ years leading teams  
• Strong background applying adult learning theory, instructional design methodologies, and performance consulting.  
• Proven leadership in developing enterprise-wide learning strategies, including needs assessment, stakeholder engagement, and long‑term planning.  
• Experience partnering with senior leaders to align learning investments to business strategy, workforce planning, and organizational priorities.  
• Demonstrated ability to interpret learning analytics and translate insights into strategic recommendations. 

Preferred:

• Bachelor’s Degree in Instructional Design, Learning & Development, Education, Communications, Creative Media, or related field. 
• Master’s degree in Instructional Design, Learning & Development, Education, Communications, Creative Media, or related field. 
• Professional Certification 
• CPTD (Certified Professional in Talent Development)  
  • SHRM‑CP/SCP  
  • Prosci Certification  
  • Coaching certifications (ICF, etc.) 

At Sherwin-Williams, our purpose is to inspire and improve the world by coloring and protecting what matters. Our paints, coatings and innovative solutions make the places and spaces in our world brighter and stronger. Your skills, talent and passion make it possible to live this purpose, and for customers and our business to achieve great results. Sherwin-Williams is a place that takes its stability, growth and momentum and translates it to possibility for our people. Our people are behind the strength of our success, and we invest and support you in:

Life … with rewards, benefits and the flexibility to enhance your health and well-being
Career … with opportunities to learn, develop new skills and grow your contribution
Connection … with an inclusive team and commitment to our own and broader communities
It's all here for you... let's Create Your Possible

At Sherwin-Williams, part of our mission is to help our employees and their families live healthier, save smarter and feel better. This starts with a wide range of world-class benefits designed for you. From retirement to health care, from total well-being to your daily commute—it matters to us. A general description of benefits offered can be found at http://www.myswbenefits.com/. Click on “Candidates” to view benefit offerings that you may be eligible for if you are hired as a Sherwin-Williams employee.

Compensation decisions are dependent on the facts and circumstances of each case and will impact where actual compensation may fall within the stated wage range. The wage range listed for this role takes into account the wide range of factors considered in making compensation decisions including skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. The wage range, other compensation, and benefits information listed is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.

Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable federal, state, and local laws including with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act where applicable.

Sherwin-Williams is proud to be an Equal Employment Opportunity employer.  All qualified candidates will receive consideration for employment and will not be discriminated against based on race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, pregnancy, genetic information, creed, marital status or any other consideration prohibited by law or by contract.

As a VEVRAA Federal Contractor, Sherwin-Williams requests state and local employment services delivery systems to provide priority referral of Protected Veterans.

Please be aware, Sherwin-Williams recruiting team members will never request a candidate to provide a payment, ask for financial information, or sensitive personal information like national identification numbers, date of birth, or bank account numbers during the application process.