Director, Learning And Development (Global Finance)

Position Overview

Ford Motor Company is undergoing a historic transformation, and our Finance organization is the engine room of this change. We are seeking a Director of Learning and Development (Global Finance) to serve as the "Dean" of our Finance Academy.

You are a Capability Architect tasked with designing, scaling, and embedding a world-class talent ecosystem. Your mission is to ensure that Ford Finance possesses the elite technical skills, AI-augmented mindsets, and leadership "DNA" required to win in a rapidly evolving global landscape. You will emulate the "Gold Standard" of high-performance organizations, turning Finance talent into a measurable competitive advantage.

Position Overview Ford Motor Company is undergoing a historic transformation, and our Finance organization is the engine room of this change. We are seeking a Director of Learning and Development (Global Finance) to serve as the "Dean" of our Finance Academy. You are a Capability Architect tasked with designing, scaling, and embedding a world-class talent ecosystem. Your mission is to ensure that Ford Finance possesses the elite technical skills, AI-augmented mindsets, and leadership "DNA" required to win in a rapidly evolving global landscape. You will emulate the "Gold Standard" of high-performance organizations, turning Finance talent into a measurable competitive advantage.

What You'll Do...

1. Strategic Capability Architecture

• The "Stairway to Excellence": Design and maintain a dynamic Finance Capability Model that defines "what good looks like" for every role from entry-level Analyst to CFO.
• Future-Ready Upskilling: Lead the "Office of the Future" initiative, aggressively upskilling the global workforce in AI-driven analytics, data storytelling, and strategic business partnership to move from transactional reporting to predictive insight.
• Capability Architecture: Institutionalize repeatable processes for talent development, ensuring that learning is not an "event" but a core component of the Ford Finance Operating Model.

2. High-Potential "Crucible" Programs

• Finance Accelerator Programs: Design and lead elite, gate-based development tracks for early and mid-career high-potentials. These programs must be "crucibles"-rigorous, experiential, and designed to produce the next generation of CFOs.
• The "CFO-Ready" Standard: Define the technical and operational critical experiences required for senior finance leadership, curating a portfolio of high-impact assignments/development that validate a leader's ability to navigate complex P&L's, drive structural cost improvements, and lead through volatile market cycles.

3. "Leaders Developing Leaders" Culture

• Faculty Development: Build a culture where the CFO and Senior Finance Leadership Team (FLT) serve as the primary faculty. You will coach senior leaders on how to effectively teach, mentor, and transfer "tribal knowledge" to the broader organization.
• Peer-to-Peer Ecosystem: Create global communities of practice that facilitate rapid knowledge sharing across regions and business units.

4. Operational Rigor & ROI

• Return on Capability (ROC): Move beyond "participation rates" to measure the financial impact of L&D. Track metrics such as "Time to Proficiency," "Internal Fill Rate for Critical Roles," and "Value-Add from Process Improvement."
• Global Scaling: Leverage technology to deliver a seamless, high-quality learning experience to thousands of Finance professionals across the globe, ensuring consistency while respecting regional nuances.

What You'll Do...

1. Strategic Capability Architecture

• The "Stairway to Excellence": Design and maintain a dynamic Finance Capability Model that defines "what good looks like" for every role from entry-level Analyst to CFO.
• Future-Ready Upskilling: Lead the "Office of the Future" initiative, aggressively upskilling the global workforce in AI-driven analytics, data storytelling, and strategic business partnership to move from transactional reporting to predictive insight.
• Capability Architecture: Institutionalize repeatable processes for talent development, ensuring that learning is not an "event" but a core component of the Ford Finance Operating Model.

2. High-Potential "Crucible" Programs

• Finance Accelerator Programs: Design and lead elite, gate-based development tracks for early and mid-career high-potentials. These programs must be "crucibles"-rigorous, experiential, and designed to produce the next generation of CFOs.
• The "CFO-Ready" Standard: Define the technical and operational critical experiences required for senior finance leadership, curating a portfolio of high-impact assignments/development that validate a leader's ability to navigate complex P&L's, drive structural cost improvements, and lead through volatile market cycles.

3. "Leaders Developing Leaders" Culture

• Faculty Development: Build a culture where the CFO and Senior Finance Leadership Team (FLT) serve as the primary faculty. You will coach senior leaders on how to effectively teach, mentor, and transfer "tribal knowledge" to the broader organization.
• Peer-to-Peer Ecosystem: Create global communities of practice that facilitate rapid knowledge sharing across regions and business units.

4. Operational Rigor & ROI

• Return on Capability (ROC): Move beyond "participation rates" to measure the financial impact of L&D. Track metrics such as "Time to Proficiency," "Internal Fill Rate for Critical Roles," and "Value-Add from Process Improvement."
• Global Scaling: Leverage technology to deliver a seamless, high-quality learning experience to thousands of Finance professionals across the globe, ensuring consistency while respecting regional nuances.