Clear Channel Outdoor

Remberto Jimenez

Remberto Jimenez, Director of Learning and Development (L&D) at Clear Channel Outdoor, brings a combination of strategic insight and practical experience in L&D to every organization he has worked with. He has designed impactful employee certification programs, “best-in-class” selling strategies, and data-driven performance solutions in various high-performing B2B and B2C environments. He also teaches future professionals as an additional instructor in the field of educational technology.

In an exclusive interview with Manage HR, Jimenez shared his crucial insights on Learning and Development for the new era of artificial intelligence (AI).

A Career Built on Learning

With over three decades of experience in the learning and development (L&D) field, I’ve built my career on curiosity, adaptability, and a commitment to helping others succeed. Currently, I serve as the Director of Learning and Development in the Business Operations Group at Clear Channel Outdoor, a position I have held for the past eight years. I lead a team that supports the organization with everything from compliance training to knowledge management and AI-enabled learning systems.

I've worked for non-profits, tech startups, the financial industry, media and advertising space, and higher education throughout my career. Regardless of the sector, I have consistently found myself in L&D roles, designing in-person and digital training, managing LMSs, and developing new programs.

About ten years in, I realized I wanted to move from being an individual contributor to leading teams. My first leadership role, as a learning management systems administrator, taught me the importance of guidance, mentorship, and collaboration. I received guidance from both official and unofficial mentors, learning not just what to do as a leader but also what not to do.

That mindset shapes how I work today. I encourage risk-taking by treating mistakes as learning opportunities and adapting my coaching style to each team member’s needs, striking a balance between guidance and independence based on their strengths and career stage.

“Curiosity to me is one of the most important things that any L&D professional needs to have, because without curiosity you are not going to be able to innovate or drive new experiences for your audience.”

As L&D itself evolves, I consider leadership as a journey, not a destination. AI and other tools are radically altering the way we work, and I'm focused on helping my team navigate this change. I'm currently investigating how to lead my team through change, giving them the abilities and self-assurance they need to thrive in this new period of learning and growth, just like I previously learnt to lead by curiosity and mentoring.

Strengthening Sales Skills through an Omni-Channel Approach

When I joined Clear Channel Outdoor eight years ago, my initial focus was on sales enablement, developing onboarding content, building processes, and creating CRM resources to equip sellers with the right tools from day one. What began as a targeted sales effort quickly expanded into a broader mandate to modernize learning across the organization.

Knowledge management also plays a central role in our work. One of the most impactful initiatives I led was the design of a sales skills program built on an omni-channel learning model, where my team created knowledge articles, videos, e-learning modules and podcasts while ensuring that employees can access information in the format that best suits their needs. This multi-model approach supports a diverse, multi-generational workforce and complements formal learning programs.

The results were tangible. Sellers reported greater confidence in handling complex client conversations, managers noted improved readiness among new hires, and the program received strong feedback across different levels of the sales organization. Its success in the pilot stage led to an extended rollout as part of an evolving learning strategy. For me, the value lies not only in offering multiple learning formats but in creating a cohesive experience that supports a diverse, multi-generational workforce and adapts to varied learning preferences.

One of our team members focuses exclusively on onboarding new hires, managing content, tracking progress, and analyzing performance. We ensure each new hire receives a blend of compliance training, role-specific learning, and work environment by working together with HR, legal, sales, and technology teams, which sets them up for success.

Smart Start: Building a Future with AI

I believe AI, Chatbot, and other emerging technologies will shape the future of L&D. The key to success is responsible adoption, governance frameworks, clear guidelines, and strong security that must accompany every start of a project. At the same time, tools should be practical and easy for employees to use for their work.

Currently, my team is preparing to launch a company-wide chatbot powered by Agentic AI, designed to give employees instant access to training support, process information, and resources, with the pilot continuing through 2026. This project also gives team members hands-on experience in creating and managing AI-driven solutions for learning and support. 

Advice for Fellow L&D Professionals

A piece of advice I often share is the importance of being open to learning beyond your on-the-spotrole. As L&D professionals, we need to understand the reason behind each training program, the organizational structure, and even how the company generates revenue.

That understanding turns you into more than just a training specialist; it positions you as a business partner who can bring strategic value. Curiosity about how the organization operates opens doors to opportunities within and beyond L&D, and it helps you create learning solutions that truly support employees and the business.