Job Description

Copart, Inc. a technology leader and the premier online vehicle auction platform globally, with over 200 facilities located across the world, Copart links vehicle sellers to more than 750,000 buyers in over 190 countries. We believe in providing an unmatched experience, every day and everywhere, driven by our people, processes, and technology.

About Copart

Copart is a global leader in online vehicle auctions and automotive remarketing services. With operations spanning multiple countries, we support thousands of Members worldwide. Our success is driven by our operational excellence, entrepreneurial mindset, and commitment to integrity, ownership, innovation, and getting results.

As Copart continues to grow and evolve, building a competitive, fair, and scalable compensation ecosystem is critical to attracting, retaining, and motivating the talent that powers our business.

Position Summary

The Director, Learning & Development is the enterprise owner and builder of Copart’s modern learning, leadership development, and capability-building ecosystem.

Reporting directly to the VP of Human Resources (CHRO), this role is responsible for designing, building, and executing Copart’s end-to-end learning and development strategy — shifting the organization from event-based training to capability-based development that measurably improves performance in the field and corporate functions.

This is a foundational role with a mandate to build the function from the ground up: defining the strategy, creating the architecture, building the programs, and embedding development into how Copart runs the business.

The focus is not on “did they attend training?” but on:

“Can they perform their role better, lead better, and deliver better results?”

The ideal candidate is a builder, operator, and strategist — equally comfortable designing frameworks, creating content, and driving real adoption in the field.

Key Responsibilities

Enterprise L&D Strategy & Architecture

• Own and execute Copart’s Learning & Development strategy aligned to the People & Culture transformation agenda.
• Build a modern L&D architecture centered on:
• Role-based capability building
• Leadership development at all levels
• On-the-job application, coaching, and reinforcement
• Succession and critical role readiness
• Shift Copart from:
• Event-based training → Continuous development
• Slideware → Playbooks, toolkits, and applied learning
• Attendance metrics → Performance impact metrics

Core Development Channels

Design and build Copart’s core development ecosystem, including:

• All-Level Leadership Development
• Frontline leaders, managers, senior leaders, and executives
• Role-Specific Training
• GM, yard leadership, operations, IT, corporate roles, etc.
• Critical Role & Succession Development
• Acceleration paths for high-impact and hard-to-fill roles
• Field Execution Enablement
• Practical, operational, applied learning tied to how work is actually done
• Company-Required Training
• Compliance, risk, and required programs — modernized and simplified
• Voluntary / Self-Directed Learning
• Curated learning paths and development resources

From Training to Performance

• Redesign learning around:
• On-the-job coaching
• Playbooks & toolkits
• Apprenticeship, shadowing, and stretch assignments
• Ensure every major program has:
• Clear performance outcomes
• Leader reinforcement expectations
• Measurement of impact, not just completion

Succession, Talent Readiness & Capability Building

• Partner with People Partnership and Talent to:
• Identify critical roles
• Build development paths for succession-ready talent
• Support enterprise talent reviews and planning
• Ensure development is tightly integrated into:
• Performance management
• Talent planning
• Leadership expectations

Field & Business Partnership

• Build programs with the business, not for the business.
• Spend time in yards, operations, and functions to understand:
• How work is really done
• Where performance gaps exist
• What leaders actually need help with
• Ensure learning solutions are practical, usable, and adopted.

Learning Operations, Systems & Content

• Partner with HRIS to leverage Workday Learning (or related tools) as part of the broader Workday ecosystem.
• Build scalable content, learning paths, and curriculum architecture.
• Establish standards for:
• Design quality
• Reusability
• Measurement
• Rationalize and modernize existing training content.

Measurement, Analytics & Impact

• Define and track meaningful L&D success metrics, such as:
• Time-to-competence
• Readiness for role
• Leadership effectiveness indicators
• Performance improvement outcomes
• Regularly report progress, impact, and ROI to HR and business leadership.

Vendor & Partner Management

• Select and manage external vendors, platforms, and content partners.
• Ensure vendors support Copart’s strategy — not generic training agendas.

Team & Capability Building

• Build and lead the L&D capability over time (internal team and partners).
• Set high standards for quality, practicality, and business relevance.

Qualifications

Education & Experience

· Bachelor’s degree in HR, Education, Business, or related field required; advanced degree preferred.

· 8–12+ years of experience in Learning & Development, Talent Development, or Organizational Development.

· Demonstrated experience building or significantly transforming L&D functions.

· Experience in operational, field-based, or industrial environments strongly preferred.

· Track record of moving organizations from training-focused to performance-focused development.

Skills & Attributes

· Builder mindset — comfortable creating structure where none exists today.

· Strong business and operational acumen.

· Deep understanding of adult learning, leadership development, and capability building.

· Pragmatic, execution-oriented, and allergic to “training theater.”

· Strong stakeholder management and influence skills.

· Comfortable operating at both strategic and hands-on levels.

· Data-driven and outcome-focused.

Success Measures

• Clear, scalable L&D architecture and strategy in place.
• Measurable improvement in leadership and role capability across the business.
• Strong adoption and business satisfaction with development programs.
• Reduced time-to-competence for critical roles.
• Visible pipeline of succession-ready talent for key positions.
• Shift in mindset from “training delivered” to “performance improved.”
• Strong credibility of L&D as a business performance lever, not a support function.

At Copart, we are focused on harnessing the power of diversity, inclusion, and collaboration. By embracing diverse perspectives, we open doors to innovation and unleash the full potential of our team. We are dedicated to fostering a workplace where everyone feels appreciated, included, and inspired to grow and contribute meaningfully.

E-Verify Program Participant: Copart participates in the Department of Homeland Security U.S. Citizenship and Immigration Services' E-Verify program (For U.S. applicants and employees only). Please click below to learn more about the E-Verify program:

• E-verify Participation
• Right to Work