Sr Manager, Learning & Development

Job Description:

Responsibilities

· Learning and Development Program Implementation and Portfolio Management: Lead the planning and delivery of learning and development programs, including leadership development and new hire enablement, across locations to meet individual and organizational needs within defined timelines and resources. Identify appropriate methodologies and delivery channels, collaborate with Learning Design to create engaging content, and ensure consistent learner experiences, high-quality execution, and achievement of intended learning outcomes.

· Learning Needs Analysis: Partner with senior functional leaders and Learning Design to clarify organizational requirements, align learning priorities, define outcomes, and manage the collection and analysis of data used to identify learning needs.

· Learning Operations and Services: Direct the centralized scheduling, logistics, administration, and facilitator support required to deliver instructor-led, virtual, and digital learning. Manage communications, resources, and reporting as needed to ensure programs launch and run smoothly across locations.

· Master Learning Calendar and Communications: Maintain and regularly publish the master learning calendar, confirm program timing, coordinate invitations and enrollment, align stakeholders, manage learner communications, and oversee the L&D mailbox and routing of requests.

· Learning Technology and LMS Administration: Oversee the day-to-day functionality, configuration, performance, adoption, and accessibility of the Learning Management System and digital learning tools. Ensure timely troubleshooting, sound system practices, and accurate, accessible learning content and resources.

· Content Readiness and Quality Assurance: Track learning assets and requirements, confirm content readiness, perform final quality assurance, coordinate loading into learning technology platforms, and maintain an accurate program inventory to support reliable rollout.

· Compliance and Data Management: Oversee delivery and tracking of mandatory regulatory and legal training, monitor completion, and address fulfillment gaps. Specify, develop, and test HR and learning data collection procedures and tools to support LMS administration, compliance reporting, defined key principles, and external requirements.

· Data Analytics and Insights: Use HR, learning, and business data to investigate hypotheses, diagnose underlying causes of key business issues, evaluate program performance, and identify opportunities to improve employee engagement and business results.

· Leadership and Direction: Lead learning professionals and administrators by defining roles, responsibilities, priorities, and capacity allocations. Communicate required actions, connect team objectives to the organization’s mission, vision, values, strategy, and business plan, and motivate the team to achieve its goals.

· Performance and Capability Management: Set objectives, manage and report team performance, hold direct reports and project team members accountable, and take corrective action when needed. Use the organization’s development framework to identify needs, build professional capability, and provide coaching or informal training across the organization.

· Policy and Process Development: Develop operational policies, contribute to policy frameworks, establish supporting processes, monitor implementation, and streamline learning operations to reduce redundancy and improve scalability. Stay current with talent development trends, leadership development practices, safety and skill development priorities; integrate relevant improvements to optimize learning solutions.

· Budgeting and Resource Management: Develop and deliver budget plans with guidance from senior leaders, allocate team capacity to organizational learning priorities, and manage resources within approved parameters.

· External Partner Management: Participate in selecting external consultants, advisers, and contractors for key projects or services; communicate business requirements; monitor outcomes; and take remedial action when necessary.

Qualifications

· Bachelor's Degree and 10+ years of progressively responsible experience in Learning and Development, talent development, leadership development, or related disciplines.

· Minimum 5 years of experience managing people, including coaching, performance management, delegation, workload planning, and supporting employee development.

· Ability to partner effectively with leaders, Human Resources Business Partners, and cross-functional stakeholders to diagnose business needs and recommend development solutions.

· Strong knowledge of leadership development, talent management, talent planning, team effectiveness, and organizational capability-building practices.

· Ability to build trusted relationships and influence leaders across multiple levels of the organization.

· Experience facilitating training sessions and managing multiple development programs from planning through execution, measurement, and continuous improvement.

· Strong facilitation, communication, consulting, and stakeholder management skills.

· Strong analytical, project management, and problem-solving skills.

· Ability to manage multiple priorities and projects in a dynamic environment.

· Ability to connect talent and development strategies to measurable business outcomes.

· High degree of judgment, credibility, professionalism, and discretion in handling sensitive talent information.

· Korn Ferry, CCL, and/or DDI certifications preferred.

Benefits and Compensation Summary:

We take care of our people. We offer competitive compensation and robust benefits to all full-time team members, including:

• Tuition reimbursement
• Paid time-off
• Paid holidays
• Healthcare insurance & Health Savings Accounts
• Profit sharing or Annual Incentive Plan Bonus
• Premium 401(k) plan