Director, Learning & Development

The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It’s why we have a world-renowned newsroom that sends journalists to report on the ground from nearly 160 countries. It’s why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it’s why our business strategy centers on making journalism so good that it’s worth paying for. As the Director of Learning Development , you will serve as the enterprise owner of the learning ecosystem, responsible for shaping and scaling The Times’ core curriculum and people leadership development strategy. This role leads the strategy, architecture, and standards for how learning is designed, delivered, measured, and continuously evolved across the organization. You will partner closely with the broader Human Resources team to ensure learning is deeply integrated across the employee lifecycle - from onboarding to leadership readiness. If you're passionate about creating exceptional learning program experiences, possess strong instructional design, program management, and facilitation skills, and can collaborate effectively at all levels, we'd love to hear from you! This is a hybrid role based in our New York headquarters, reporting to the VP of Learning Career Enablement. You can typically expect to be in the office 3 days per week. What You’ll Do Define and own the enterprise learning and people leadership development strategy across all employee levels, from individual contributors through senior leaders. Establish and govern the enterprise learning architecture to ensure consistent quality, scalability, and alignment across all learning offerings. Partner closely with Talent Enablement leaders to integrate learning, leadership, and career experiences across the full employee lifecycle. Set and uphold enterprise standards for instructional design and facilitation excellence across all learning programs. Oversee the strategic design of live, online, and hybrid learning experiences. Own the enterprise learning measurement framework, including survey strategy, executive reporting, and impact storytelling. Ensure learning investments are directly connected to leadership readiness, performance enablement and business outcomes. Deploy a multi-channel learning communications strategy in partnership with the Communications team to drive awareness and participation. Partner with cross-functional HR partners Demonstrate all of the Values and Behaviors of The New York Times and be able to present and consult on all related work to drive cultural transformation. Lead, coach, and develop learning professionals. Act as a trusted strategic advisor to HR Business Partners, Talent Enablement and senior business leaders on learning and leadership development priorities. Basic Qualifications: 10+ years of experience designing and leading end-to-end enterprise learning programs Proven success building scalable learning strategies and infrastructures Advanced expertise in instructional design, facilitation, and learning experience design Demonstrated proficiency leveraging AI-enabled tools to enhance enterprise learning strategy, instructional design, facilitation, and program measurement. Strong consulting and stakeholder partnership skills Demonstrated ability to lead, coach, and develop team members Strategic mindset balanced with strong program execution judgment Experience working in fast-paced, matrixed, high-growth environments Demonstrated curiosity, adaptability, and a solution-oriented mindset. Preferred Qualifications: Experience designing and delivering people leadership programs. Proficiency with Workday Learning or comparable learning management systems. Prior experience working within the media or journalism industries REQ-019482 The annual base pay range for this ro ... (truncated, view full listing at source)