We are a large, enterprise-scale SaaS, AI-enabled learning technology, digital workplace, workforce transformation, leadership development, and enterprise learning solutions organization supporting employees, leaders, customers, partners, and business teams across the United States. The company operates in a fast-moving technology environment where learning strategy, capability development, leadership readiness, employee performance, knowledge systems, digital training, and organizational growth directly influence business execution, customer outcomes, innovation speed, and long-term enterprise strength.
This is not a traditional learning role focused only on training calendars, course administration, or compliance modules. The Chief Learning Officer will serve as a strategic enterprise leader responsible for building a modern learning ecosystem that connects business strategy, leadership development, workforce capability, performance improvement, digital learning, AI-enabled learning tools, employee growth, and organizational effectiveness.
The company is continuing to invest in enterprise learning architecture, leadership development, manager enablement, digital learning platforms, AI-powered knowledge delivery, role-based capability building, sales and customer success training, technical enablement, onboarding excellence, internal mobility, learning analytics, and scalable development pathways. As the organization grows, leadership is seeking a Chief Learning Officer who can bring executive presence, instructional depth, business alignment, data-driven thinking, and modern learning strategy to a highly visible role.
The Chief Learning Officer will lead the company’s enterprise learning agenda across leadership development, employee capability building, learning operations, talent development, digital learning, executive education, onboarding, career development, skills strategy, knowledge management, learning technology, and performance enablement. This executive will work closely with the CEO, Chief People Officer, COO, CTO, CRO, Product, Sales, Customer Success, HR, Finance, Data Analytics, Operations, Technology, and Executive Leadership to ensure learning investments support business priorities and measurable outcomes.
This role requires a leader who understands how learning affects enterprise performance. The ideal candidate will know how to build scalable learning systems, create leadership development programs, improve manager capability, design role-based learning pathways, use analytics to measure effectiveness, support transformation initiatives, and ensure employees have the skills needed to perform in a technology-driven business environment.
The selected candidate will help define how the company builds capability at scale. This includes modernizing learning delivery, strengthening leadership pipelines, improving onboarding quality, supporting AI-enabled skill development, building performance-focused learning programs, and creating a culture where continuous learning supports growth, accountability, and business success.
This is a high-impact executive opportunity for a learning leader who wants to shape workforce capability, improve leadership quality, support organizational transformation, and build a world-class learning function inside a large remote-first technology company.
• Lead the company’s enterprise learning strategy across leadership development, workforce capability building, digital learning, onboarding, talent development, skills strategy, learning operations, and performance enablement.
• Build and execute a multi-year learning roadmap that supports company growth, employee performance, leadership readiness, career development, customer outcomes, and organizational scalability.
• Partner with the CEO, Chief People Officer, and executive leadership team to define enterprise capability priorities, leadership expectations, learning investments, and workforce development goals.
• Design and lead leadership development programs for executives, senior leaders, people managers, emerging leaders, and high-potential employees.
• Build role-based learning pathways across Sales, Customer Success, Product, Engineering, Technology, Operations, Finance, HR, Marketing, and business support functions.
• Oversee onboarding and new-hire learning programs to improve employee readiness, cultural understanding, role clarity, productivity, and early-stage engagement.
• Lead digital learning strategy, including learning management systems, learning experience platforms, AI-enabled learning tools, microlearning, knowledge libraries, virtual programs, and blended learning models.
• Partner with HR and Talent Management to align learning programs with performance management, succession planning, internal mobility, employee engagement, and career development.
• Partner with Sales, Customer Success, and Revenue teams to strengthen enablement programs, product knowledge, customer communication skills, solution selling, and account growth capability.
• Partner with Product, Technology, and Engineering leaders to support technical learning, product education, AI adoption, platform fluency, and digital capability development.
• Establish learning analytics and reporting frameworks to measure program effectiveness, learner engagement, skill development, business impact, manager adoption, and return on learning investment.
• Build learning governance practices, including curriculum standards, program prioritization, instructional design quality, content ownership, vendor oversight, and learning technology management.
• Lead enterprise change learning for major transformation initiatives, system implementations, process redesigns, leadership changes, and operating model updates.
• Build, mentor, and lead a high-performing learning organization with strong instructional design standards, business partnerships, innovation, accountability, and measurable impact.
• Bachelor’s degree in Learning and Development, Human Resources, Organizational Development, Education, Instructional Design, Business Administration, Psychology, or a related field required.
• Master’s degree, MBA, EdD, PhD, or advanced education in learning, organizational development, leadership, workforce strategy, or education technology strongly preferred.
• Professional certifications such as CPTD, SHRM-SCP, SPHR, ATD, Prosci, PMP, Agile, coaching credentials, instructional design certifications, or similar credentials preferred.
• 15+ years of progressive experience in learning and development, talent development, leadership development, organizational development, workforce capability, corporate education, enablement, or enterprise training.
• 8+ years of senior leadership experience managing learning organizations, leadership development teams, talent development programs, enablement functions, instructional design groups, or workforce transformation initiatives.
• Experience within enterprise SaaS, AI-enabled technology, cloud platforms, digital workplace, consulting, fintech, cybersecurity, healthcare technology, education technology, or large distributed enterprise environments strongly preferred.
• Proven success building enterprise learning strategies, scaling learning teams, improving leadership capability, modernizing learning technology, and linking learning programs to business outcomes.
• Strong understanding of instructional design, adult learning principles, leadership development, digital learning, learning analytics, organizational development, talent management, and change enablement.
• Experience with learning platforms and tools such as Workday Learning, Degreed, Docebo, Cornerstone, Moodle, Canvas, SAP SuccessFactors, LinkedIn Learning, Coursera, Udemy Business, Articulate, Rise, Captivate, 360Learning, Microsoft Viva Learning, Tableau, Power BI, or similar systems preferred.
• Strong business acumen with the ability to connect learning initiatives to productivity, leadership effectiveness, employee engagement, revenue enablement, customer experience, and operational performance.
• Experience working with CEOs, Chief People Officers, executive committees, HR leaders, business unit leaders, managers, technology teams, external vendors, and learning partners.
• Excellent executive communication, program leadership, stakeholder management, facilitation, coaching, and presentation skills.
• Strategic learning executive with the ability to connect workforce capability, leadership development, business strategy, employee growth, and enterprise performance.
• Strong executive presence with the confidence to advise senior leaders on capability gaps, leadership readiness, learning priorities, talent development, and workforce transformation.
• Business-minded and outcome-focused, with the ability to design learning programs that improve performance rather than simply increase training activity.
• Innovative and technology-forward, with the ability to apply AI-enabled learning tools, digital platforms, analytics, and scalable content strategies responsibly.
• Strong instructional judgment with the ability to ensure learning programs are engaging, practical, measurable, accessible, and aligned with real business needs.
• Data-informed with the ability to use learning analytics, engagement data, performance trends, skill assessments, and employee feedback to guide decisions.
• Collaborative and able to align HR, Product, Technology, Sales, Customer Success, Operations, Finance, Marketing, Data Analytics, and Executive Leadership around shared learning priorities.
• Strong people leader who can build, develop, and inspire learning teams while creating a culture of quality, curiosity, accountability, and continuous improvement.
• Comfortable leading through change, especially during business transformation, new technology adoption, organizational redesign, manager development, and workforce upskilling.
• High integrity and discretion when handling employee development data, performance insights, leadership assessments, succession planning materials, and executive learning priorities.
The Chief Learning Officer will provide strategic leadership by ensuring the company’s learning strategy supports business performance, leadership effectiveness, workforce readiness, employee engagement, and long-term organizational growth.
This role will help leadership make better decisions about capability building, leadership development, skills investment, onboarding quality, internal mobility, change readiness, technical enablement, and learning technology. The CLO will ensure learning is not managed as a separate training function, but as a strategic business capability that helps the company scale talent, improve execution, and prepare for future growth.
Key areas of strategic support may include:
• Enterprise learning strategy and workforce capability roadmap development.
• Leadership development and executive education strategy.
• Manager capability building and performance enablement.
• Role-based learning pathways and skills architecture.
• Onboarding excellence and employee readiness improvement.
• AI-enabled learning innovation and digital learning modernization.
• Sales, customer success, product, and technical enablement.
• Learning analytics, dashboards, and business impact reporting.
• Change management learning and transformation support.
• Internal mobility, career development, and talent pipeline support.
• Learning governance, curriculum standards, and content quality.
• Vendor management and learning technology optimization.
• Employee engagement and continuous learning culture development.
• Executive reporting on learning outcomes, capability gaps, and workforce readiness.
The Chief Learning Officer will help ensure the organization builds the skills, leadership capability, and learning culture needed to compete, innovate, and execute at scale.
• Location: USA Remote.
• Primarily remote executive leadership environment with regular learning strategy meetings, leadership development sessions, HR planning reviews, enablement discussions, executive updates, and cross-functional program reviews.
• Flexibility required during major program launches, leadership development cycles, onboarding redesigns, transformation initiatives, platform implementations, executive reviews, or urgent business learning needs.
• Occasional travel may be required for leadership offsites, executive education sessions, employee learning events, company gatherings, vendor meetings, training workshops, or strategic planning sessions.
• Regular collaboration with the CEO, Chief People Officer, Executive Leadership, HR, Talent Management, Product, Engineering, Sales, Customer Success, Operations, Finance, Marketing, Data Analytics, Technology, and external learning partners.
• Fast-paced enterprise technology environment with high visibility around leadership capability, employee readiness, learning adoption, business transformation, and workforce development.
• Role requires handling confidential employee development data, leadership assessments, learning analytics, performance insights, succession planning information, and executive-level materials with discretion.
• Executive Learning Leadership
• Learning and Development Strategy
• Leadership Development
• Workforce Capability Building
• Talent Development
• Digital Learning
• AI-Enabled Learning Strategy
• Organizational Development
• Employee Enablement
• Onboarding Strategy
• Skills Development
• Learning Analytics
• Change Learning
• Learning Technology Governance
• Executive Learning Reporting
Compensation Package: $322K – $428K
The total compensation package may include base salary, executive performance bonus, learning strategy performance incentives, workforce development incentives, long-term incentives, equity participation where applicable, and additional executive-level benefits depending on experience, qualifications, and final role alignment.
Benefits may include:
• Comprehensive medical, dental, and vision coverage.
• Executive performance bonus eligibility.
• Learning strategy and workforce capability incentive opportunities.
• Long-term incentive opportunities.
• Equity or ownership-aligned compensation where applicable.
• Retirement savings plan with company contribution.
• Paid time off and company holidays.
• USA remote work flexibility.
• Executive visibility across people, operations, technology, and business leadership.
• Executive coaching, leadership development, and professional growth support.
• Support for learning leadership, AI-enabled learning, organizational development, instructional design, workforce transformation, and executive education programs.
• Wellness, employee assistance, and work-life support programs.
• Access to modern LMS, LXP, learning analytics, collaboration, knowledge management, HRIS, content development, and workforce planning platforms.
This is an opportunity to join a large technology-driven organization where learning directly influences leadership quality, employee performance, customer outcomes, innovation, retention, and long-term enterprise strength.
The Chief Learning Officer will have the authority and visibility to build a modern learning function, strengthen leadership pipelines, improve workforce capability, support AI-enabled skill development, and create scalable learning systems for a remote-first enterprise.
You will work in an environment that values continuous learning, business alignment, employee growth, data-driven decisions, practical innovation, and leadership accountability. The company is investing in digital learning, AI-enabled development tools, manager capability, workforce transformation, knowledge systems, and enterprise learning analytics.
For a senior learning executive who enjoys building capability at scale, advising leadership, improving employee development, and turning learning strategy into measurable business impact, this role offers the scope, influence, and leadership platform to make a meaningful contribution.
At Admiral Talent, our vision is to redefine staffing through genuine partnerships, innovation, and a people-first mindset. Guided by experienced leadership, we’re committed to driving growth, empowering talent, and delivering exceptional results for every client we serve.