Required Skills & Experience
Education:
Bachelor's Degree in Human Resources, Organizational Development, Business Administration, Education, Training & Development, or a related field required.
CPTD, SHRM-CP, or PHR, certification preferred.
Experience:
Five (5) or more years of progressive experience in Learning & Development, Training, Organizational Development, Talent Development, Human Resources, or related discipline.
Experience designing and facilitating leadership development programs.
Experience administering Learning Management Systems (LMS). Preferred UKG experience
Experience supporting performance management and succession planning initiatives.
Experience developing management training curricula and career development programs.
Experience supporting multi-site organizations preferred.
Nice to Have Skills & Experience
Knowledge, Skills, Abilities:
Strong knowledge of adult learning principles and instructional design methodologies.
Expertise in leadership development and workforce development practices.
Knowledge of performance management and succession planning methodologies.
Experience developing career pathing and employee development programs.
Strong facilitation, presentation, and coaching skills.
Experience working with Learning Management Systems and learning technologies.
Strong project management and organizational skills.
Excellent verbal and written communication skills.
Job Description
The Learning & Development Manager is responsible for leading the Company's learning and development strategy, leadership development programs, performance management processes, succession planning initiatives, workforce development efforts, career pathing frameworks, and management training programs.
Serves as the organization's subject matter expert for employee development and organizational capability building.
Essential Duties and Responsibilities
Learning & Development
Develop and execute the organization's enterprise-wide learning and development strategy.
Conduct organizational training needs assessments and identify skill and competency gaps.
Design, implement, and evaluate learning programs that support employee development and organizational objectives.
Develop annual learning plans and employee development roadmaps.
Create training materials, facilitator guides, toolkits, presentations, and learning resources.
Evaluate training effectiveness and recommend improvements based on business outcomes and participant feedback.
Research and implement best practices and emerging trends in learning and development.
Leadership Development
Design and manage leadership development programs for supervisors, managers, directors, and emerging leaders.
Develop leadership competency models and leadership development frameworks.
Create structured leadership learning pathways and development programs.
Facilitate leadership workshops, coaching programs, and leadership effectiveness initiatives.
Coordinate leadership assessments and individual development planning.
Support leadership development initiatives and talent review processes.
Develop programs designed to improve leadership effectiveness, accountability, communication, and employee engagement.
Develop career pathing resources and employee development roadmaps.
Partner with department leaders to identify advancement opportunities and career progression models.
Promote internal mobility and employee growth opportunities.
Performance Management
Manage and continuously improve the Company's performance management process.
Develop tools, resources, and training programs that support effective performance management.
Train leaders on performance management best practices, employee coaching, and development planning.
Support annual performance review cycles and goal-setting processes.
Assist leaders with employee development planning and performance improvement initiatives.
Analyze performance management trends and recommend process improvements.
Promote a culture of continuous feedback, accountability, and employee development.
Workforce Development
Develop workforce development programs that support organizational growth and future talent needs.
Partner with operational leaders to identify workforce capability requirements and future skills needs.
Manage internship, and workforce readiness programs.
Coordinate development opportunities for frontline employees, supervisors, and managers.
Support workforce planning efforts through employee development and skill-building initiatives.
Learning Management System (LMS) Administration
Serve as the administrator and functional owner of the Company's Learning Management System (LMS).
Manage learning content, curricula, employee assignments, reporting, and compliance tracking.
Maintain training records and learning documentation.
Develop learning dashboards and training participation reports.
Evaluate and implement learning technologies and digital learning solutions.
Support AI-enabled learning tools and modern learning delivery methods.
New Leader Onboarding
Design and administer onboarding programs for newly hired and newly promoted leaders.
Develop leadership onboarding plans, resources, and training materials.
Ensure leaders are trained on company policies, leadership expectations, employee management responsibilities, compliance requirements, and performance management processes.
Coordinate onboarding activities with Human Resources, Operations, Safety, and department leadership.
Measure leader onboarding effectiveness and make continuous improvements.
Management Training
Develop and facilitate management training programs across the organization.
Deliver training related to:
Leadership fundamentals
Communication skills
Coaching and feedback
Performance management
Employee engagement
Accountability and decision-making
Conflict resolution
Change management
Employment law fundamentals
Policy administration
Workplace investigations awareness
Establish standardized training requirements for supervisors and managers.
Ensure leadership development programs align with organizational values and leadership expectations.
Develop, maintain, and update Human Resources training and employee communications related to compliance
Analytics & Reporting
Develop learning and talent development metrics and executive dashboards.
Monitor and report on: Training completion rates
Leadership development participation
Internal promotion rates
Succession readiness
Employee development activity
Learning effectiveness
Workforce development outcomes
Retention and engagement trends
Present workforce development recommendations to leadership.
Identify opportunities for continuous improvement and organizational capability building.
Other duties as assigned