Director of Learning and Development

Community Access was founded in 1974 to provide housing and support for people being discharged from psychiatric institutions. Today, we are one of the leading providers of supportive and affordable housing in New York City, and the originators of an integrated housing model which has become a best practice nationally: affordable housing where families live alongside people living with mental health concerns. Our staff work daily to support thousands of New Yorkers through supportive and affordable housing, peer-driven residential crisis support programs, training, advocacy, supported education, mobile treatment and other healing-focused services.

Program/Department Description

The Learning & Development Department builds the knowledge, skills, and leadership capabilities employees need to succeed and advance Community Access’s mission. Through inclusive, accessible, and mission-aligned learning experiences, the department leads agency-wide training, manager and leadership development, career growth, learning technology, and organizational development. Working in partnership with employees, managers, Human Resources, and organizational leaders, the team identifies capability needs, delivers effective learning solutions, and measures impact to strengthen employee performance, support continuous improvement, and promote high-quality services.

Position Overview

The Director of Learning & Development provides strategic leadership for Community Access’s agency-wide learning, professional development, leadership development, and organizational capability initiatives. Reporting to the Chief People Officer, the Director develops and implements a comprehensive learning and development strategy that strengthens employee effectiveness, manager capability, career growth, organizational performance, and the consistent application of Community Access’s mission, values, and practice approaches.

The Director partners with executive leadership, Human Resources, program leadership, managers, employees, and subject-matter experts to identify organizational capability needs and translate those needs into effective learning and development solutions.

Key Performance Indicators

• All key performance indicators below are expected to be met fully.
• Learning Strategy: Annual L&D plan developed and aligned with organizational priorities.
• Needs Assessment: Annual agency-wide assessment completed with priorities and action plan.
• Required Training: At least 90–95% completed by established deadlines, with defined escalation process.
• Manager Development: Defined percentage of managers complete required manager curriculum.
• New Manager Development: New managers complete foundational program within established timeframe.
• Employee Development: Participation and utilization of professional-development opportunities are tracked.
• Career Development: Career-development framework/pathways established for prioritized roles.
• Learning Effectiveness: Priority programs include defined learning and application measures.
• Stakeholder Partnership: Department learning plans established with major operational departments.
• LMS/Data: Quarterly executive L&D dashboard delivered with trends and actions.
• Internal Capacity: Internal trainer/SME network established and maintained.
• Continuous Improvement: Training evaluation and organizational data result in documented program improvements.

Job Qualifications

Have an understanding, appreciation, and commitment to the mission, values andpractice approach of Community Access,

Minimum of a Bachelors in Learning Development, Organizational, Behavioral or Educational Psychology, or relevant field preferred.

Proficiency in Learning Management Systems and learning technology strategy required; experience with Bridge LMS or comparable systems preferred.

Five to seven years of progressive leadership experience in learning and organizational development, training strategy, leadership development, or related organizational capability-building work, preferably in a nonprofit or service-delivery organization using a rights-based or social-justice approach.

Active affiliation with appropriate Learning and Development networks, associations or organizations and ongoing communityinvolvement required, appropriate L&D certifications preferred.

Lived experience utilizing public mental health systems, inpatient psychiatric hospitalization, and/or other life-impacting experiences with mental health that reflects the communities we serve, preferred

Experience and skill in leading organizational change

An expert collaborator who can solve complex challenges and support cross-functional teams across the organization.

Skilled in understanding instructional design principles and adult learning theories to create and/or oversee impactful training programs, using various methods (didactic lecture, role-playing, experiential learning, team exercises, group discussions, multi-media, etc.)

Able to exhibit cultural competence through understanding the diversity of the workforce and has the ability to create inclusive training programs that cater to varied learning styles and backgrounds.

Exhibits cultural competence Excellent computer technical skills, such as MS Office Suite (Word, PowerPoint, Outlook, Excel, Teams), Zoom, Articulate, Bridge LMS, etc.

Ability to travel to and work in the field.

Strong Project Management, Meeting facilitation and Problem-Solving Skills

Bilingual candidates are encouraged to apply.

Interested candidates should apply on www.communityaccess.org/jobs.

Community Access is an Equal Opportunity Employer. M/F/D/V.

Women, People of Color and Members of the LGBT community are strongly encouraged to apply.

We are dedicated to a workforce where at least 51% of our employees identify as having a personal

experience using mental health services. www.communityaccess.org