Assistant Director of Talent Development (L&D)

At the Orlando Magic, our approach is to not only learn as much about you as we can, but for you to learn about us.  This is definitely a two-way street, so time with your potential new leader, teammates, and/or other departments that the role will work with is critical.  It isn’t just, “what are we looking for”, but also, “what do we have to offer you” and “are we the right fit for you.”  While every position is different, our interview process is typically a three-step process, sometimes more depending on the level and nature of the role.

• 18 days of personal time off per year + 13 holidays (that is 31 paid days off year!) plus reduced summer work hours (every other Friday off during the off-season, which averages to another 8 days)
• A hybrid work model, casual work attire on non-game days, staff tickets to Magic home games, learning and development opportunities, Employee Resource Groups (ERGs), company sponsored events, volunteer opportunities & outings for every employee
• Fantastic benefits that include: medical, dental, vision, 401(k) with company matching, mental wellness resources, subsidized gym memberships, maternity & paternity leave
• Culture built on Community, Innovation, Legendary and Teamwork! 

The Assistant Director, Talent Development (L&D) partners with Senior Leadership to develop and execute a comprehensive learning and development strategy that supports the organization's business objectives and talent priorities. This role is responsible for the design, implementation, evaluation, and reporting of all learning and development initiatives across the organization.

You will identify organizational development needs and create innovative learning solutions that drive employee growth, leadership effectiveness, team development and business performance. Working closely with leaders and departments across the organization, you assess current and future skill gaps, identifies development opportunities, and lead efforts to foster a culture of continuous learning and professional growth.

Learning & Development Strategy

• Partner with senior leadership to develop and execute a comprehensive learning and development strategy that aligns with organizational priorities, business objectives, and long-term talent needs.
• Create and implement a multi-year learning and development roadmap that supports employee growth at all stages of the employee lifecycle, including onboarding, individual contributor development, leadership development, succession planning, and internal mobility opportunities.
• Identify current and future capability gaps and recommend learning solutions that strengthen organizational effectiveness, leadership readiness, employee performance, and engagement.

Learning Metrics, Technology & Reporting

• Establish measurable learning objectives and success metrics to evaluate program effectiveness, drive continuous improvement, and demonstrate business impact.
• Oversee the administration, optimization, and ongoing management of the organization's Learning Management System (LMS), ensuring a seamless and engaging learning experience for employees.
• Create, curate, and manage a comprehensive catalog of learning resources within the LMS, including individual learning paths, leadership development programs, learning journeys, skills assessments, career development plans, and organization-wide development initiatives.
• Leverage learning technologies and digital tools to enhance the accessibility, effectiveness, and scalability of learning and development programs.
• Develop and maintain learning dashboards and metrics to track participation, engagement, completion rates, learner satisfaction, skill development, and overall program effectiveness.
• Measure and evaluate the impact of learning initiatives through key performance indicators and recommend continuous improvements based on data, feedback, and organizational needs.
• Stay informed on emerging learning technologies, industry trends, and best practices to ensure the organization's learning strategy remains innovative and effective.

Needs Analysis & Performance Development

• Conduct organizational, departmental, and individual needs assessments to identify skill gaps, development opportunities, and performance challenges, and recommend learning solutions that support business objectives.
• Facilitate talent review discussions and support organizational succession planning efforts by identifying development priorities, readiness levels, and growth opportunities for key talent.

• Partner with leaders to create development strategies for high-potential employees and emerging leaders, supporting long-term organizational capability and bench strength.

• Review and enhance the current talent development tools and processes, including Personal Development Plans (PDPs), Game Plan Check-In (GCI), career development frameworks, and other resources that support meaningful development conversations between employees and leaders.

Learning Program Design & Facilitation

• Lead the design, implementation, and continuous improvement of leadership development programs that build leadership capability at all levels of the organization.
• Partner with internal subject matter experts and business leaders to develop learning content and solutions that address organizational, team, and individual development needs.
• Leverage learning and development expertise to influence business outcomes, drive employee growth, and support the achievement of organizational goals, including organizational capability and succession planning.

Communication, Partnership and Collaboration:

• Serve as a trusted advisor to leaders across the organization, providing learning and talent development expertise that supports business objectives and organizational effectiveness.
• Partner with leaders, employees and external vendors to design, implement, and promote learning and development initiatives across all levels of the organization.
• Influence and engage stakeholders to drive participation, accountability, and adoption of learning and talent development initiatives.
• Communicate learning priorities, opportunities, outcomes, and recommendations effectively to employees, leaders, and senior leadership.
• All other duties as assigned.

• Bachelor's degree in Education, Instructional Design, Organizational Development, Human Resources, Business, Communications, or a related field. Relevant certifications preferred.
• Minimum of 7 (seven) years of progressive experience in learning and development, instructional design, corporate training, talent development, or a related field.
• Experience administering and leveraging Learning Management Systems (LMS) and other learning technologies.
• Proven experience conducting organizational needs assessments, identifying performance gaps, and recommending effective learning and development solutions.
• Demonstrated expertise in instructional design, facilitation, adult learning principles, curriculum development, and training delivery.
• Experience designing, developing, and delivering learning programs for all levels of an organization in both in-person and virtual environments.
• Strong experience partnering with leaders and business units to identify development needs and align learning strategies with organizational objectives.
• Experience supporting talent management initiatives, including performance management, succession planning, talent reviews, leadership development, and career growth programs.
• Experience managing vendors, consultants, and external training providers.
• Strong project management skills with the ability to oversee multiple initiatives simultaneously and drive projects to successful completion.
• Exceptional presentation, facilitation, communication, and business writing skills.
• Demonstrated ability to influence and build credibility with stakeholders across multiple levels and functions of an organization.
• Advanced proficiency in Microsoft Office 365 and other business technology applications
• Ability to work all Magic home games plus a select number of non-Magic events. This includes the ability to work a flexible schedule including nights and weekends and be on-call as necessary based on the changing priorities of the department.

Preferred Qualifications

• Experience within the sports, entertainment, hospitality, or service industry.
• Knowledge of Bridge – the Orlando Magic’s LMS and Synthesia the Orlando Magic’s AI development tool.
• Experience facilitating leadership development programs and executive coaching initiatives.
• Professional certifications such as CPTD, SHRM-CP/SHRM-SCP, PHR/SPHR, or similar credentials.
• Experience utilizing talent assessment tools, employee engagement data, and learning analytics to measure program effectiveness and organizational impact.

• None

If this opportunity is a role you're passionate about and it fits with your skills and experience, then we welcome you to take the next step and apply!

All offers of employment are contingent on successful completion of our pre-employment screenings, that will include a background check and may include a drug screen.

Please note that this is not necessarily an exhaustive list of all responsibilities, duties, skills, efforts, requirements or working conditions associated with the job. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed as assigned.

The Orlando Magic are not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any employee at the Orlando Magic via-email, the internet or in any form and/or method without a valid written Statement of Work in place for this position from Orlando Magic HR/Recruitment will be deemed the sole property of the Orlando Magic. No fee will be paid in the event the candidate is hired by the Orlando Magic as a result of the referral or through other means.

The Orlando Magic is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, religion, color, sex (including pregnancy and gender identity), sexual orientation, parental status, national origin, age, disability, family medical history or genetic information, political affiliation, military service, any other non-merit based factor or any other characteristic protected by applicable federal, state or local laws. Our leadership team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment. If you’d like more information about your EEO rights as an applicant under the law, please visit http://www1.eeoc.gov/employers/poster.cfm

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.