Learning and Development Manager

Learning and Development Manager
 

POSITION SUMMARY

We are looking for a Learning & Development Manager who is equal parts builder and people person. Someone who can walk into a growing, fast-moving company, get to know how things work, and then create the training infrastructure that helps our teams perform at their best.

 

Our philosophy is simple: our managers train their own teams. Your job is to make sure they have everything they need to do that well. That means great content, clear systems, and an LMS that becomes a resource people genuinely rely on. It also means showing up, building relationships, and being the kind of resource that people are excited to call.

 

This is not a sit-behind-a-screen role. You will be a visible, energetic presence in our culture, and when the moment calls for it, you need to be comfortable stepping in front of a group and leading. The right person brings both the skill to build programs and the confidence to own a room.

 

This role sits within our Team Member Experience team, which is our version of HR. TMX exists because we genuinely believe that when our team members feel supported, developed, and valued, everything else follows. This L&D Manager should share that belief deeply. The work you do here is not just about training programs and completion rates. It is about making Walters a place where people grow, feel invested in, and want to stay.

 

This role operates with a high degree of autonomy. You will be trusted to assess the landscape, set your own priorities, and drive your work forward without being managed step by step. You will have support, collaboration, and a team that is invested in your success, but you will not have someone telling you what to do each week. If you do your best work when you have room to own it, you will thrive here.

 

CORE RESPONSIBILITIES

Build and Improve Training Content

• Assess what exists, identify the gaps, and prioritize what to build first. You will have existing content to work with and a clear mandate to make it more usable before adding anything new.
• Partner with managers and department leaders as your subject matter experts. Your job is to pull their expertise out of their heads and turn it into training that works, whether that is a short video, a facilitator guide, an e-learning module, or a job aid.
• Develop onboarding and role-specific training paths that get new team members up to speed faster and more consistently, regardless of who their manager is.
• Apply adult learning principles so that what you build is practical, appropriately simple, and built for the actual people who will use it.

Empower Our Managers

• Create the tools, templates, and frameworks that make our managers effective trainers, not just when they have extra time, but as a natural part of how they lead their teams.
• Build systems that reduce the training burden on managers by putting the right content in the LMS so they can assign, track, and reinforce learning without starting from scratch every time.
• Coach managers on how to use what you have built and help them feel confident delivering it.

Own the LMS

• Activate and manage our learning management system within Paycom, including course architecture, content uploading, learner assignment, tracking, and reporting.
• Champion virtual learning across the organization. Build content worth logging in for and help create a culture where online learning is a normal, valued part of how we grow.
• Build toward certification pathways within the LMS as the foundation matures.

Show Up and Lead When It Counts

• Be comfortable stepping in front of a group when the moment calls for it, whether that is a company-wide training session, a large team event, or our annual Walters Summit. This is not an everyday expectation, but it is a real one.
• Be a connector and a presence. The more visible, helpful, and easy to work with you are, the more this function gets used and the more impact it has.

Measure and Improve

• Track what is working and what is not, and bring data-informed recommendations to keep programs relevant and effective.
• Connect learning outcomes to real business results and communicate the value of the L&D function to leadership.

QUALIFICATIONS

• 5+ years of experience in learning and development, instructional design, or a closely related function.
• A track record of building L&D programs in a complex, multi-department, or decentralized organization. You have done this before in a place that was not fully built, and you thrived in it.
• Strong content creation skills across formats: written guides, short video, e-learning, and facilitated sessions. You know how to match the format to the audience.
• Hands-on LMS experience. Familiarity with Paycom is a strong plus.
• The ability to sit down with a manager, ask the right questions, and turn what you learn into training that actually works. Knowledge extraction is a skill and you have it.
• Confidence in front of a group. You enjoy facilitating, you read rooms well, and you bring energy without being exhausting.
• A high degree of self-direction. You manage your own workload, set your own priorities, and come to your manager with ideas and solutions rather than waiting to be told what to do next. Within your first 30 days, you should have a plan.
• Excellent relationship-building skills. People should find you approachable, easy to work with, and genuinely useful.
• A bachelor's degree in HR, Education, Instructional Design, Organizational Development, or a related field, or equivalent hands-on experience.

COMPENSATION AND SCHEDULE:

• Salary Range between $75,000 - $80,000, commensurate with experience
• This is a hybrid position that balances flexibility with face-to-face connection. We are looking for someone who lives within one of our main regions in Texas (DFW, Houston, or Hill Country).
  • Success in this role comes from building strong relationships and gaining a deep understanding of our business, which means spending time with our teams through conversations, meetings, and targeted visits when it matters most. Travel is expected periodically for major company events, regional sessions, and the annual Walters Summit.

BENEFITS:

• 85% Employer-Subsidized Medical, in addition we offer Dental & Vision Insurance
• 401k plan with a 4% Match
• Unlimited PTO
• Device & Phone Stipend