• Develop and execute a multi-year learning and development strategy aligned to Guild's business goals, growth plans, and cultural priorities • Design scalable leadership development pathways for frontline leaders, general managers, and corporate leaders • Partner with executive leadership to identify capability gaps and prioritize enterprise-wide development initiatives • Establish clear learning standards, governance models, and operating rhythms across brands • Lead the design and implementation of high-impact learning programs including onboarding, sales training, leadership development, operational excellence, and technical capacity building • Personally facilitate and co-facilitate training sessions modeling best-in-class learning practices • Ensure all learning experiences are engaging, learner-centered, operationally relevant, and outcome-driven • Oversee curriculum development, instructional design quality, and content lifecycle management • Travel approximately twice per month to partner with brand leadership teams, observe operations, and build trust with field teams • Embed into brand cultures to ensure training solutions reflect real-world workflows, constraints, and opportunities • Serve as a trusted advisor to operators and leaders on talent development, performance improvement, and change adoption • Continuously capture insights from the field to refine content, delivery models, and learning strategy • Lead, develop, and scale a fully remote national training team including hiring, coaching, performance management, and career development • Establish team operating cadence, project management standards, and execution discipline • Manage training budgets, vendor relationships, and external partnerships • Foster a culture of ownership, innovation, collaboration, and continuous improvement • Own the strategy and administration of learning technology platforms including LMS and digital learning tools • Ensure content accessibility, adoption, reporting accuracy, and data integrity across systems • Leverage analytics to measure training effectiveness, adoption, ROI, and performance impact • Build dashboards and reporting rhythms that communicate learning value to executive leadership • Define and track key learning KPIs including training adoption, completion rates, retention impact, operational performance improvement, and ROI • Conduct needs analysis and skills gap assessments to guide program prioritization • Continuously refine programs based on data, learner feedback, and business outcomes