Director, Corporate Purpose & Learning

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 individual on any of the characteristics listed above. Our non-discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the "Know Your Rights: Workplace Discrimination is Illegal” poster. Our pay transparency policy is available here.

Sandisk thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees, our company, our customers, and the world around us. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution.

Sandisk is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at jobs.accommodations@sandisk.com to advise us of your accommodation request. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

Based on our experience, we anticipate that the application deadline will be 09/16/2026 (3 months from posting), although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline. If we are not able to hire someone from this role before the application deadline, we will update this posting with a new anticipated application deadline.

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Compensation & Benefits Details

• An employee’s pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs.
• The salary range is what we believe to be the range of possible compensation for this role at the time of this posting.  We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York.  This range may be modified in the future.
• You will be eligible to participate in Sandisk's Short-Term Incentive (STI) Plan, which provides incentive awards based on Company and individual performance.  Depending on your role and your performance, you may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to Sandisk's Standard Terms and Conditions for Restricted Stock Unit Awards.
• We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program, employee stock purchase plan, and the Sandisk's Savings 401(k) Plan.
• Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.