Director of Workplace Learning

About this role

At Aspire Living & Learning, we don't just talk about making an impact, we live it. For more than 40 years, we've supported neurodiverse children and adults across New England and Maryland as they discover their passions, unlock their potential, and live more independently in their communities. Our person-centered services evolve with people's needs, from education and behavioral health to residential and community-based supports. We empower people to live lives shaped by their own interests, choices, and strengths. Join our collaborative, mission-driven team and bring your skills to work that makes a real difference every day.

Aspire Living & Learning is currently seeking a Director of Workplace Learning to lead Aspire’s training function within the Quality and Continual Improvement Department. This role ensures learning is aligned with quality outcomes, compliance requirements, operational priorities, and employee readiness across all service lines and administrative functions.

The Director oversees the Training team and works collaboratively with leaders across Quality, Operations, Clinical Services, and People & Culture to identify learning priorities, design effective solutions, and evaluate impact on practice and performance.

Training is positioned as a core organizational strategy to strengthen service quality, consistency, compliance, and workforce capability in accordance with best and evidence based practice.

Hours: M-F 8:30-4:30

Location: Hybrid, expected to be in office/programs at least 3 days per week with travel between sites

Key Responsibilities:

• Lead the development and execution of a learning strategy aligned with organizational priorities.

• Establish team priorities, performance expectations, and a scalable training model, including train-the-trainer approaches.

• Integrate learning into broader quality and improvement efforts.

• Provide leadership, coaching, and development to the Training team.

Learning Needs & Prioritization

• Establish processes to identify learning needs using data sources such as audits, incidents, regulatory findings, and operational trends.

• Translate identified needs into prioritized training plans.

• Determine when training is appropriate versus other operational interventions (e.g., supervision, workflow, or policy changes).

Service-Line Learning

• Ensure training reflects the unique needs of Adult Services, Children’s Services, and Administrative functions.

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