Job Summary
The Vice President of Learning & Development aligns the enterprise-wide Learning & Development strategy with business priorities and talent and skills initiatives to provide a cohesive, future-oriented learning agenda that enables transformation, strengthens leadership capacity, and supports long-term growth. This role architects and executes scalable, forward-looking learning frameworks that anticipate evolving skill demands, accelerates workforce readiness, and builds organizational agility across a complex, multi-business environment. This role leads and inspires multiple, high-performing learning teams to design and deliver innovative, data-informed learning solutions that drive measurable performance impact and enhance the employee experience.Job Description
Core Responsibilities:
Aligns the enterprise Learning & Development strategy to business priorities and talent and skills initiatives, and translates into a cohesive, executable learning agenda that directly supports growth, productivity, and long‑term organizational capability.
Architects and delivers a skills-based, future-oriented learning ecosystem, grounded in enterprise skills intelligence, that anticipates evolving capability needs and accelerates time-to-readiness across critical roles and workforce segments.
Anchors learning investments to enterprise skills priorities, ensuring programs explicitly target the skills required for current performance and future differentiation, and enables measurable movement in workforce capability over time.
Leads the design, execution, and evolution of enterprise learning programs that drive business impact, spanning critical capability domains and core enterprise learning requirements, while serving diverse workforce populations, from frontline employees to professionals to senior leaders, with a focus on closing capability gaps, strengthening leadership performance, and enabling delivery against strategic goals.
Establishes clear measures of learning effectiveness and ROI, linking learning outcomes to business results such as productivity, quality, customer outcomes, leadership readiness, and execution speed; uses insights to guide investment decisions, actively monitors outcomes, and intervenes where impact is not being realized.
Leads the evolution of AI‑enabled and technology‑driven learning models, embedding AI literacy, digital fluency, and modern learning platforms to increase personalization and relevance. Ensures these capabilities are embedded into day-to-day workflows and learning experiences, driving adoption and measurable improvements in impact of learning.
Simplifies and rationalizes the enterprise learning portfolio, systematically identifying what to scale, improve, or sunset to ensure focus on high‑value learning that delivers sustained capability lift. Drives enterprise-wide alignment on priorities, eliminating low-value activity and ensuring focus on initiatives that deliver measurable business impact.
Strengthens leadership capability and accountability, embedding enterprise leader behaviors, ways of working, and cultural expectations into leadership development and enterprise learning experiences, and driving observable, measurable behavior change through performance outcomes, talent decisions, and ways of working.
Leads, inspires, and develops multiple high‑performing teams, fostering a culture of innovation, inclusion, accountability, and performance while operating effectively at enterprise scale.
Partners with senior business and HR leaders, diagnosing capability needs, shaping learning strategies tied to business outcomes, and ensuring leaders are equipped to translate learning into action on the job.
Exercises independent enterprise judgment in stewarding significant learning investments, making disciplined, data‑driven decisions that balance near‑term performance demands with long‑term capability building.
Serves as a strategic advisor to enterprise leadership, translating learning and capability insights into clear recommendations that inform workforce decisions, transformation priorities, and organizational readiness. Partners with leaders to drive execution, remove barriers, and ensure delivery of learning-driven capability outcomes.
Qualifications & Experience:
Bachelor’s degree required; advanced degree preferred.
15+ years of progressive experience in Learning & Development, talent, or organizational capability roles within large, complex organizations.
Demonstrated success leading and executing enterprise‑scale learning strategies tied to business transformation and performance outcomes.
Experience driving digital and modern learning ecosystems, including data‑driven decision‑making and measurement.
Proven ability to lead senior teams, influence executives, and partner effectively across HR and business functions.
Executive presence with the ability to influence across a highly matrixed organization and exercise independent judgment in matters of enterprise significance.
Employees at all levels are expected to:
Understand our Operating Principles; make them the guidelines for how you do your job.
Own the customer experience think and act in ways that put our customers first, give them seamless digital options at every touchpoint, and make them promoters of our products and services.
Know your stuff be enthusiastic learners, users and advocates of our game-changing technology, products and services, especially our digital tools and experiences.
Win as a team make big things happen by working together and being open to new ideas.
Be an active part of the Net Promoter System a way of working that brings more employee and customer feedback into the company by joining huddles, making call backs and helping us elevate opportunities to do better for our customers.
Drive results and growth.
Support a culture of inclusion in how you work and lead.
Do what's right for each other, our customers, investors and our communities.
Disclaimer: This information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications.
Skills
Business, Leadership, Learning and Development (L&D)We believe that benefits should connect you to the support you need when it matters most, and should help you care for those who matter most. That's why we provide an array of options, expert guidance and always-on tools that are personalized to meet the needs of your reality—to help support you physically, financially and emotionally through the big milestones and in your everyday life.
Please visit the benefits summary on our careers site for more details.
Education
Bachelor's DegreeWhile possessing the stated degree is preferred, Comcast also may consider applicants who hold some combination of coursework and experience, or who have extensive related professional experience.Certifications (if applicable)
Relevant Work Experience
15 Years +Comcast is an equal opportunity workplace. We will consider all qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status, genetic information, or any other basis protected by applicable law.Based on 1,163 disclosed HR salaries on RoleSuite, the role pays a median of $120K/year, with most offers between $90K and $162K (10th–90th percentile: $71K–$195K).
See the full HR salary breakdown →