Director, Corporate Purpose & Learning

Job description

Sandisk understands how people and businesses consume data and we relentlessly innovate to deliver solutions that enable today’s needs and tomorrow’s next big ideas. With a rich history of groundbreaking innovations in Flash and advanced memory technologies, our solutions have become the beating heart of the digital world we’re living in and that we have the power to shape. Sandisk meets people and businesses at the intersection of their aspirations and the moment, enabling them to keep moving and pushing possibility forward. We do this through the balance of our powerhouse manufacturing capabilities and our industry-leading portfolio of products that are recognized globally for innovation, performance and quality. Sandisk has two facilities recognized by the World Economic Forum as part of the Global Lighthouse Network for advanced 4IR innovations. These facilities were also recognized as Sustainability Lighthouses for breakthroughs in efficient operations. With our global reach, we ensure the global supply chain has access to the Flash memory it needs to keep our world moving forward. The Director, Corporate Purpose & Learning is responsible for advancing the company’s culture, engagement, and workforce readiness through a unified strategy spanning corporate purpose, employee communities, volunteering and giving, and enterprise learning. Reporting to the Senior Director of People Attraction, Movement and Development and guided by the Vice President of Talent Acquisition and Chief People Officer, the Director partners closely with C-suite leaders, People (HR) teams, and cross-functional stakeholders to embed purpose into the employee experience and strengthen employee engagement, development, and talent attraction. The Director manages through a small cross-functional team and serves as a strategic advisor to employee communities, enabling employees and people leaders to participate meaningfully in programs that support the company’s focus areas of STEM education, hunger relief, and disaster response. This leader balances strategy, governance, innovation, and adoption, ensuring programs are measurable, inclusive, compliant, and aligned to business priorities. ESSENTIAL DUTIES AND RESPONSIBILITIES: 1. Strategy & Executive Partnership Define and lead the enterprise strategy for corporate purpose and learning, aligned to business priorities and the people strategy. Translate strategy into a clear portfolio of programs, investments, and success metrics. Serve as a strategic advisor to senior leaders on embedding purpose and learning into culture, leadership, and the employee lifecycle. Establish long‑term priorities, outcomes, and governance models. 2. Enterprise Learning Strategy & Governance Set the enterprise learning content strategy aligned to workforce readiness, critical skills, and productivity. Establish and govern instructional design and content standards to ensure quality, consistency, scalability, and reuse. Define the enterprise learning content portfolio across digital, microlearning, experiential, and simulation based‑ formats. Ensure learning offerings meet global accessibility, inclusivity, and regulatory requirements. Own evaluation of learning effectiveness, learner impact, and business outcomes. 3. Learning Platforms & Ecosystem Ownership Own the enterprise learning ecosystem, including LMS, LXP, and integrations with HR and business platforms. Drive platform strategy, adoption, and optimization to enable personalized, data‑driven learning experiences at scale. Leverage analytics to inform platform roadmaps, investment decisions, and continuous improvement. 4. Innovation & Future‑Ready Learning Lead adoption of emerging learning technologies (e.g., generative AI, immersive and adaptive learning). Translate innovation into scalable, governed, and measurable solutions. Balance experimentation with sustainability, compliance, and enterprise relevance. 5. Go-to‑-‑Market, Adoption & Change Define and lead the go-to‑-‑market strategy for enterprise learning and purpose initiatives. Design integrated launch and engagement campaigns aligned to business priorities and workforce segments. Establish learner personas and end-to‑-‑end journey maps to remove barriers to participation. Embed learning into daily workflows through leader enablement, toolkits, and playbooks. Own adoption metrics, dashboards, and targeted interventions. 6. Corporate Giving & Community Impact (phased) Define and manage the company’s giving and grantmaking strategy, aligned to priority impact areas: STEM education Hunger relief Disaster response Establish governance for philanthropic partnerships and investments. Evaluate nonprofit partnerships for alignment, impact, and outcomes. 7. Employee Volunteering & Communities Design and scale employee volunteering programs with clear policies, tools, and leader enablement. Integrate volunteering into engagement, leadership development, and cultural moments. Serve as a strategic advisor to employee communities (ERGs or communities of interest). Establish charters, governance, and engagement models that empower employees while ensuring alignment. 8. Measurement, Governance & Operations Integrate employee listening mechanisms into program design and evolution. Monitor participation, engagement, and impact data across learning and purpose initiatives. Manage budgets, platforms, and governance processes with strong operational discipline. Ensure compliance with internal policies and external regulations. Provide regular reporting to the Chief People Officer and executive leadership. 9. Team Leadership Lead and develop a small cross‑functional team. Foster a collaborative, mission‑driven culture focused on impact, scale, and employee experience. Ensure programs evolve as the organization grows. Role Requirements Strong strategic orientation with the ability to translate vision into scalable programs. Proven ability to lead cross-functional‑ initiatives in complex organizations. Executive level‑ stakeholder management and communication skills. Strong governance, operational, and budget management capability. Data driven decision‑ making‑ mindset. Passion for learning, social impact, and employee engagement. Experience & Education 5–10+ years in corporate purpose, learning, employee engagement, CSR, HR strategy, or related fields. Experience building enterprise learning strategies and/or corporate giving and volunteering programs. Experience advising senior leaders and employee communities. People leadership and cross‑functional program ownership experience. Bachelor’s degree required; advanced degree preferred. Key Success Indicators Increased adoption and impact of enterprise learning solutions. Strong participation and advocacy in volunteering and employee communities. Measurable business aligned‑ capability development. Clear linkage between purpose, culture, engagement, and talent outcomes. Positive impact on employer brand and employee experience. Sandisk is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person’s gender identity, gender expression, and gender-related appearance and behavior, whether or not stereotypically associated with the person’s assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally protected characteristics. We also prohibit harassment of any ind