HR Career Map
Map out your dream career and discover your next move
This page is designed for desktop use only.

Step 1. Click any role on the career map to see all the details.

Your career path
Step 2. Tell us about your current role and we'll show variuos directions you can go in. Or build your own custom journey.
Select your current role to see popular career paths
Junior Senior
Junior
Benefits Administrator
Benefits Manager
Chief Diversity Officer
Chief Learning Officer
Chief People Officer (CHRO)
Comp and Ben Specialist
DEIB Manager
DEIB Officer
DEIB Specialist
Director Total Rewards
Divisional/ Regional HR Head
Global HR Business Partner
Head of Digital HR
Head of Employee Experience
Head of HR
Head of Talent Acquisition
Headhunter
Helpdesk Support Agent
HR Administrator
HR Business Partner
HR Consultant
HR Coordinator
HR Data Administrator
HR Data Scientist
HR Director
HR Officer
HR Operations Manager
HR Project Manager
HR Scrum Manager
HRIS Analyst
Industrial Relations Executive
Industrial Relations Specialist
Internal Comms Consultant
Learning and Development Administrator
Learning and Development Consultant
Learning and Development Manager
OD Administrator
OD Executive
OD Head
OD Specialist
Payroll Administrator
Payroll Manager
Payroll Team Lead
People Analytics Head
Recruitment Consultant
Senior HR Business Partner
Shared Services Executive
Shared Services Manager
Talent Acquisition Specialist
Talent Manager
Talent Researcher
Training Facilitators
Horizontal scroll to see whole map
Back

Chief Learning Officer

The Chief Learning Officer is a C-suite executive responsible and accountable for learning management in an organization. They create and drive the learning strategy of an organization based on the needs of the workforce and the business
HR Role family: Solution architect
Salary range: $140,000 - 172,000Gross salary range estimation based on US salary benchmark data collected in 2022
Work experience: 12+ yearsAverage minimum year of (relevant) work experience required for this role.

Key Responsibilities

Develop and implement a comprehensive learning strategy that aligns with the organization's business objectives and supports employee development, engagement, and retention.
Partner with business leaders to ensure learning initiatives are aligned with the company's overall goals and objectives.
Addresses the developmental needs of the organization by identifying skills gaps and training requirements, aligning L&D activities with organizational strategy, drafting the L&D strategy, and ensuring budget to execute this strategy

Skills & Competencies

Analytics Translation
Builds Trust
Business Advisory/Partnering/Generalist
Co-creates Strategy
DEIB, Employee Experience and Culture
Delivers through technology
Develops and Coaches
Employee Health
Employee Relations and Labour
Engages People
Inspire and Motivates
L&D/Leadership Development
Leads with empathy
Manages Conflict
Organizational Development and Design
Safety and Wellbeing
Sets direction
Talent Acquisition
Talent and Performance Management

Career paths

Path 1
Path 2
Chief Learning Officer
Chief People Officer (CHRO)
Chief Learning Officer
Chief Diversity Officer
Chief People Officer (CHRO)

Training programs

Certificate Program

Organizational Development

Intermediate | 31 hours

Gain the skills and expertise to help your organization thrive, now and in the future.

Certificate Program

Learning & Development

Intermediate | 24 hours

Gain the skills to engineer an effective L&D program and create a culture of learning.

More details & resources

Job Description Template: Chief Learning Officer

The CLO is responsible for creating and implementing a learning strategy that supports the organization's business objectives and drives employee development, engagement, and retention.

Key Responsibilities:

  • Develop and implement a comprehensive learning strategy that aligns with the organization's business objectives and supports employee development, engagement, and retention.
  • Collaborate with key stakeholders across the organization to identify learning needs and design, develop, and deliver learning solutions that meet those needs.
  • Partner with business leaders to ensure learning initiatives are aligned with the company's overall goals and objectives.
  • Develop and maintain relationships with external learning vendors and experts to leverage their expertise and resources.
  • Evaluate the effectiveness of the organization's learning programs and make recommendations for continuous improvement.
  • Develop and manage the learning and development budget.
  • Build and lead a high-performing learning and development team.
  • Stay up-to-date with the latest learning and development trends and technologies and incorporate them into the organization's learning strategy.

Requirements:

  • Bachelor's degree in HR, Business Administration, Education, or a related field. Master's degree preferred.
  • 10+ years of experience in learning and development, with at least 5 years in a leadership role.
  • Strong knowledge of learning and development best practices and emerging trends.
  • Excellent communication and interpersonal skills, with the ability to build relationships and influence stakeholders at all levels of the organization.
  • Strong project management skills and ability to manage multiple projects simultaneously.
  • Proven ability to lead and develop a high-performing team.
  • Experience with learning and development technologies and platforms.
  • Ability to work in a fast-paced, dynamic environment and adapt to change.

Detailed Responsibilities & Tasks

  • Develop and implement a comprehensive learning strategy that aligns with the organization's business objectives and supports employee development, engagement, and retention.
  • Collaborate with key stakeholders across the organization to identify learning needs and design, develop, and deliver learning solutions that meet those needs.
  • Partner with business leaders to ensure learning initiatives are aligned with the company's overall goals and objectives.
  • Develop and maintain relationships with external learning vendors and experts to leverage their expertise and resources.
  • Evaluate the effectiveness of the organization's learning programs and make recommendations for continuous improvement.
  • Develop and manage the learning and development budget.
  • Build and lead a high-performing learning and development team.
  • Stay up-to-date with the latest learning and development trends and technologies and incorporate them into the organization's learning strategy.

Detailed Skills Description

  • Learning and development expertise: The CLO must have deep knowledge of best practices in learning and development, as well as the ability to design and deliver effective training programs.
  • Strategic thinking: The CLO must be able to think strategically about how learning and development can support the organization's goals and objectives, and develop a long-term strategy that aligns with those goals.
  • Leadership: The CLO must have strong leadership skills and be able to inspire and motivate their team to achieve their goals.
  • Communication skills: The CLO must have excellent communication skills, including the ability to communicate complex ideas clearly and effectively to a variety of stakeholders.
  • Collaboration: The CLO must be able to collaborate effectively with other leaders within the organization to ensure that learning and development initiatives align with broader business objectives.
  • Analytical skills: The CLO must have strong analytical skills and be able to use data to evaluate the effectiveness of learning and development programs and make data-driven decisions.
  • Change management: The CLO must have experience with change management, as they will be responsible for leading the organization through changes to its learning and development strategy.
  • Technology savvy: The CLO must be comfortable with technology and have a good understanding of how technology can be used to support learning and development initiatives.
  • Cultural awareness: The CLO must have a deep understanding of the organization's culture and values, and be able to design learning and development programs that align with those values.
  • Business acumen: The CLO must have a strong understanding of the organization's business model, industry, and competitive landscape, and be able to design learning and development programs that support the organization's strategic goals.

KPIs for this role

  • Learning Effectiveness: The CLO must ensure that the training and development programs are effective and provide measurable outcomes. The effectiveness of the programs can be measured by analyzing employee performance metrics and assessing how well employees are applying the skills they learned in their work.
  • Talent Development: The CLO is responsible for identifying and developing top talent within the organization. The success of this initiative can be measured by tracking the number of employees who are promoted or who have increased their responsibilities.
  • Return on Investment (ROI): The CLO must demonstrate the ROI of the learning and development programs by analyzing the cost of the programs and comparing it to the benefits that the organization has achieved as a result of the training.
  • Leadership Development: The CLO must ensure that leadership development programs are aligned with the organization's goals and are preparing leaders to lead the organization into the future. The success of this initiative can be measured by the number of leaders who have successfully completed the program and are demonstrating the desired leadership behaviors.
  • Learning Culture: The CLO must work to create a culture of continuous learning within the organization. The success of this initiative can be measured by assessing employee engagement with learning and development programs and the number of employees who are taking advantage of these opportunities.
  • Compliance: The CLO must ensure that the organization's learning and development programs comply with all relevant regulations and requirements. Compliance can be measured by conducting audits and reviewing program documentation.
  • Innovation: The CLO must constantly seek new and innovative ways to deliver learning and development programs. Innovation can be measured by assessing the number of new programs or initiatives that the CLO has implemented that have achieved positive results.
  • Vendor Management: The CLO is responsible for managing the relationships with vendors who provide learning and development services to the organization. The success of this initiative can be measured by assessing the quality of the vendor's services and the cost savings achieved through effective vendor management.