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Senior Director Learning & Development

Location: Modesto, CA, US San Francisco, CA, US Sacramento, CA, US

Date: Oct 16, 2021

Company: E. & J. Gallo

Why Gallo?

With a global portfolio of over 100 unique wine and spirits brands, we are the largest family-owned winery in the world. Apply Today! Our Brands. Your Future.

As a Senior Director Learning & Development, you will provide enterprise-wide broad, strategic leadership and vision for the optimization of workforce learning and development practices throughout the company, with emphasis on production, quality, and supply chain training. You will work in coordination with executive sponsors and key stakeholders, implements an overarching, enterprise-wide workforce learning and development strategy and associated operational practices. Establishes and maintains robust governance practices to ensure strong alignment, integration, and consistency of workforce learning and development practices. Leads the phased implementation of these practices throughout the enterprise. Manages relations with executive level sponsors and key stakeholders for purposes of successful implementation of large-scale, complex learning and development practices and programs. Leads, directs, and manages Corporate Workforce Planning and Enterprise Training Team. Provides oversight and direction to learning and development teams and personnel throughout the enterprise. Drives continuous improvement of company training programs, systems, and practices.

 What You Will Do:

  • Leads the creation of an enterprise-wide progressive vision and strategy for workforce learning and development that meets executive sponsor and key requirements and the long-term needs of the company.
  • Develops and maintains a multi-year, phased implementation schedule (i.e., roadmap) and detailed plan for the enterprise-wide adoption of optimal learning and development practices.
  • Develops robust training practices to support the training and skill development needs of employees working in production work environments.
  • Leads and provides direct oversight for company production, quality, and supply chain training activities. Drives continual improvement efforts specific to these training programs.
  • Creates and gains sponsor and key stakeholder approval for an annual detailed execution plan, that details specific learning and development objectives to be achieved within that year.
  • Develops, deploys, and maintains appropriate change management approaches to support the phased enterprise-wide adoption of consistent learning and development practices.
  • Leads the creation and administrative oversight of the enterprise-wide Learning and Development Council, to include representatives from all major operational areas.
  • Develops and deploys learning and development common standards and process framework for adoption and use throughout the enterprise.
  • Establishes and deploys standards, procedures, and processes to ensure the optimal use of learning and development practices.
  • Conducts applied research and benchmarking to ensure that Gallo learning and development practices are consistent with best in class industry practices as measured by recognized external organizations (i.e., Bersin and Associates, Brandon Hall).
  • Develops a Gallo-specific learning and development capability maturity model (CMM) and related assessment process, for use in periodically evaluating the overall strength and maturity of company workforce planning and training practices.
  • Establishes enterprise-wide common standards and processes specific to instructional systems design (ISD), including needs analyses, design methods, content development, implementation practices, delivery, and evaluation.
  • Actively partners with organizations to create and monitor department-specific training plans. Provides oversight and guidance in the execution of the plans.
  • Conducts periodic assessments of the maturity and effectiveness of learning and development practices throughout the enterprise and leads targeted improvement opportunities per each organization.
  • Directs interdepartmental wide education and training programs that ensure cost-efficient operation, efficient use of resources, and effective learning and skill outcomes.
  • Leads and manages the development of financial planning and budgeting specific to enterprise learning and development practices.
  • Works with Supplier Management to establish enterprise-wide make/buy practices for use in the acquisition of training programs and services. Monitors training-related make/buy decisions to drive economies of scale and optimal training acquisition decisions.
  • Leads the creation of an enterprise-wide multi-year education and training technology and innovation strategic plan that supports the strengthening of overall company capabilities and competitiveness.
  • Provides leadership oversight for the effective use and optimization of the company’s learning management system (LMS). Develops plan for phased, incremental improvements in use of the LMS.
  • Creates and implements an enterprise-wide set of common key performance indicators (KPIs) and develops a standard scorecard for purposes of measuring overall efficiency and effectiveness of learning and development practices.
  • Leads and facilitates the identification of appropriate education and training methods (i.e., individual training, group instruction, workplace training, simulation-based learning, e-enabled learning, etc.) based on detailed needs analyses.
  • Leads for the enterprise, the analysis, design, development, implementation, and evaluation of interdepartmental training programs in support of the incumbent workforce and new hires.
  • Monitors and ensures achievement of performance goals and objectives either directly or through subordinate staff or key training partners.
  • Leads interdepartmental teams comprised of business unit training representatives in the development, implementation, and sustaining of training standards, procedures, and processes.
  • Evaluates effectiveness and efficiency of interdepartmental training programs and makes recommendations for broad changes and improvements.
  • Ensures employee conformance to established processes, best practices, and proper training of staff.
  • Participates and leads department and interdepartmental planning and management teams to work cross-functionally to drive operational improvements.
  • Develops and maintains operating budget and capital spending plan. Ensures budgetary performance.
  • Estimates personnel needs and ensures adequate staffing in order to meet organizational goals and objectives.
  • Identifies and acquires staff capabilities necessary to accomplish organizational objectives.
  • Oversees and manages large-scale projects of various levels of ambiguity, duration, and complexity.
  • Coordinates with governmental agencies to fully leverage public funding opportunities, as appropriate.
  • Oversees relationships with local high schools, community colleges, professional associations, consortiums, and other educational institutions for purposes of establishing internship, apprenticeship, and other mutually beneficial partnerships.
  • Balances long-term strategic initiatives with day-to-day work demands.
  • Responsible for understanding and complying with applicable quality, environmental and safety regulatory considerations. If accountable for the work of others, responsible for ensuring their understanding and compliance.

 Supervisory Responsibilities:

  • Develops, coaches and mentors’ peers, indirect and subordinate staff.
  • If accountable for the work of others, conducts performance evaluations; reviews and communicates salary adjustments; rewards employees or takes disciplinary action, as necessary; addresses complaints and resolves issues.

 What You Will Need:

  • Bachelor’s degree plus 12 years of experience leading the development and implementation of learning, development, and training programs; experience can be in Corporate, Academic or Military experience, reflecting increasing levels of responsibility; OR Master’s degree in human resources, learning sciences, organizational development, education and training plus 10 years of experience implementing and executing workforce planning and training programs; OR High School diploma or State-issued equivalency certificate plus 16 years of experience implementing and executing workforce planning and training programs.
  • Extensive learning and development experience.
  • Strong background in adult learning, learning sciences, or related discipline.
  • Experience creating production-related training and development programs.

 What Will Set You Apart:

  • Master’s degree in human resources, learning sciences, organizational development, education, and training plus 12 years of experience implementing and executing workforce planning and training programs in a complex, global Corporate setting.
  • Significant experience in the development of large-scale training programs specific to production, quality, and supply chain employees.
  • Experience developing training programs to support the technical skill needs of employees working in a production environment, running production equipment.
  • Extensive experience in the development of company-wide, large-scale, and complex education and training programs.
  • Strong working background in program, project, and risk management.
  • Experience in the application of adult learning methods in the development of training programs specific to production/operational work environments.
  • Experience in the application of project and program management practices supporting the execution of large and complex training programs.
  • Experience in the application of standardized training development methodologies and best practices including the use of the ADDIE (Analysis, Design, Develop, Implement, Evaluate) development process.
  • Experience in the application of qualitative and quantitative training evaluation practices, including experience in the use of the Kirkpatrick Four-Level Evaluation model.
  • Experience in development and implementation of outreach programs specifically aimed at building partnerships with local high schools, community colleges, and public/private universities.
  • Experience in the development and implementation of internship and apprenticeship programs.
  • Experience in the presenting information to senior management, public groups, government officials, and boards of directors.
  • Experience defining problems, collecting data, establishing facts, and drawing valid conclusions and recommendations.
  • Experience in responding to common inquiries or complaints from customers, regulatory agencies, or members of the business community.

Gallo does not sponsor for employment-based visas for this position now or in the future

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Gallo is an Equal Employment opportunity and Affirmative Action Employer. We do not discriminate on the basis of race, traits historically associated with race, including but not limited to, hair texture and protective hairstyles (such as braids, locks, and twists), color, national origin, ancestry, creed, religion, physical disability, mental disability, medical condition as defined by applicable state law (including cancer and predisposing genetic characteristics in California), genetic information, marital status, familial status, sex, gender, gender identity, gender expression, pregnancy, childbirth or related medical conditions, sexual orientation (actual or perceived), transgender status, sex stereotyping, age, military or veteran status, domestic violence or sexual assault victim status, or any other basis protected by applicable law. 


We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Gallo is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process.
If you need any assistance or accommodations due to a disability, please let us know at 209.341.7000.


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