The Global Learning & Development Director will play a pivotal role in shaping and driving the company’s global L&D strategy as it evolves into the future Global Coffee Co. Working within the Global Talent Strategy function, the role will translate business and talent ambitions into a forward-looking learning agenda that builds the critical skills, leadership capabilities and organisational readiness required to define and deliver the company’s strategy and the learning eco-system. It will focus on strengthening a culture of continuous learning, growth and high performance across all regions and functions.
Reporting to the Global Talent Strategy Director, the role will partner closely with the C-suite, senior business leaders, HR leadership and global talent teams to identify capability priorities and develop scalable, high-impact learning solutions. Leading a small team and influencing through a broad global stakeholder network, the Director will set the global direction for L&D, continuously evolve the learning function and ensure its programmes deliver measurable business impact, preparing employees and leaders to thrive today and in the future.
What will you do?
Global learning strategy :
Define and lead the global L&D strategy, positioning learning as a key driver of business performance, securing C-suite support and governing the global L&D operating model.
Act as the global L&D point of accountability, partnering with business leaders and HR teams to ensure learning initiatives are strategically aligned, locally relevant, consistently governed and measured against business outcomes.
Leadership Development :
Own the global leadership development framework, including tiered programmes for all leadership levels, coaching and mentoring initiatives, and consistent standards across regions and functions.
Define and measure leadership effectiveness through common KPIs, assessments and 360-degree feedback to evaluate programme impact and guide ongoing development.
Employee Development :
Design, deploy and govern the global architecture; skills/competencies taxonomy, and p capabilities enable Talent partners and HRBP’s to build and deliver programs aligned to their specific business strategy and local context
Partner with senior business leaders to assess the need for enterprise-wide strategic and functional capability development, build the business case, and co-design the optimal approach and governance model for the organisation.
Learning technology strategy and data analytics :
Define and lead the global learning ecosystem and technology strategy, embedding learning in the flow of work and leveraging AI and emerging technologies to deliver a seamless, personalised and high-quality learner experience.
Drive learning analytics, data governance and AI adoption in partnership with HR IT, using people data to measure learning impact, identify capability gaps and link learning investments to business outcomes.
Working at JDE Peet’s is hands-on, entrepreneurial and collaborative. We are a fast-paced global business driven by ambition, agility and a focus on results. We value people who challenge conventions, take ownership and turn ideas into meaningful impact.
For this role, we are looking for someone with the following experience and capabilities:
- A degree in Business Administration, Organisational Psychology, Organisational Behaviour or a related field.
- At least 15 years of experience in Learning & Development and/or HR Business Partnering within a multinational, complex and matrix organisation.
- Strong business acumen with the ability to translate business strategy and people strategy into learning solutions
- Exceptional communication and interpersonal skills, with the ability to influence at all levels and manage senior stakeholders effectively
- Strong focus on results, analytical capability, technical/digital acumen
- Demonstrates growth mindset and is creative/agile in thinking and approach
Your application at JDE Peet's
If you are interested in this career opportunity at JDE Peet's, apply and join us. After receiving your application we will do our utmost to give you quick feedback. Part of the recruitment procedure at JDE Peet's would be an online assessment, followed by interviews. A pre-employment check can be part of the recruitment process.
Our DE&I Statement
At JDE Peet’s we aim to create a better future where we authentically serve, reflect and embrace everyone. We believe in fostering a more diverse, equitable and inclusive organisation where everyone feels comfortable to truly be who they are and unleash their full potential. This means we do not tolerate discrimination on the basis of our race, ethnicity, sex, gender identity, sexual orientation, religion, nationality, age, disability, or any other trait protected by law.
Throughout the entire employee lifecycle, we place DE&I at the core of our people processes. This enables us to drive objectivity and eliminate any potential bias, ensuring an inclusive experience in the workplace. Do not hesitate to reach out if you require any reasonable adjustments to the recruitment process.
Our efforts on this agenda have earned us the prestigious Catalyst Award, as well as the Fair Pay Leader Certification in 2025 thanks to an unexplained gender pay gap of 0.52%.
#unleashyourpossibility #acupofamazing
JDE Peet’s - now part of Keurig Dr Pepper – is the world’s leading pure-play coffee company, with a presence in more than 100 markets. Guided by our ‘Reignite the Amazing’ strategy, we are focused on brand-led growth across three big bets: Peet’s, L’OR, and our 10 strategically selected local icons led by Jacobs.