Job Description
Learning and Development Program Manager
Position Type:
Full Time Exempt Hybrid Flexible (work in the office for 3 days, as needed, on a flexible schedule, typically on Mondays, Tuesdays and Thursdays)
Location: Los Angeles
Residency Requirements:
Washington D.C.: For all positions based in the Washington, D.C. office, residency within Washington D.C., Maryland or Virginia and within a reasonable commutable distance to the assigned office is required depending on the firm's discretion and the nature of the role. Los Angeles and San Francisco Offices: For all positions based in the Los Angeles and San Francisco offices, residency within the state of California and within a reasonable commutable distance to the assigned office is required depending on the firm's discretion and the nature of the role.
Salary Range: $140,000.00 - $170,000.00 * *The salary range is the one that Munger, Tolles & Olson LLP reasonably expects to pay for this position. The salary range does not guarantee, obligate, nor set expectations of an applicant’s wage in the event of hire. The posted range is only one component of Munger, Tolles & Olson LLP’s Total Rewards package.
------------- The Learning and Development Program Manager (L&D Program Manager) is responsible for shaping and executing an integrated talent strategy that enables the organization to achieve its business objectives through its business professionals. The HR Program Manager will architect and execute our enterprise-wide learning strategy, building scalable programs that drive leadership excellence, accelerate capability development, and strengthen employee engagement.
The L&D Program Manager will build and scale leadership development pathways from emerging leaders through executive levels, creating cohort-based experiences that develop strategic thinking, people management excellence, and organizational leadership capabilities.
Reporting to the Associate Director of Human Resources, the L&D Program Manager will work closely with business leaders and subject matter experts across the firm to capture what "great" looks like here and translate that into practical, engaging development experiences. The L&D Program Manager also helps evolve how we approach performance and growth so that expectations, feedback, development, and career progression are meaningfully connected.
Job Functions & Responsibilities Leadership & Capability Development
- Design, develop, and deliver manager development programs that strengthen leadership capability, improve management practices, and support firm priorities.
- Create practical learning resources, toolkits, guides, and training materials to support managers throughout the employee lifecycle.
- Facilitate instructor-led training, workshops, and learning experiences on topics such as performance management, feedback, coaching, employee relations, communication, and leadership effectiveness.
- Apply adult learning principles and instructional design best practices to create engaging, relevant, and actionable learning experiences.
- Evaluate training effectiveness through participant feedback, adoption metrics, and business outcomes; recommends improvements to enhance impact and learner engagement.
- Partner with firm leadership and subject matter experts to identify capability gaps and develop targeted learning solutions.
- Maintain awareness of emerging leadership development and learning trends, recommending enhancements to manager development programs as appropriate.
- Integrate employee relations insights, talent assessment data, and engagement trends into manager development content to address organizational needs proactively.
Talent Development
- Lead performance management cycles, including annual reviews, calibrations, and promotions.
- Lead talent assessment and development processes, including succession planning and high-potential identification.
- Design and implements talent development programs and initiatives.
- Identify engagement trends and partners with leaders to develop targeted solutions.
- Support retention strategies by identifying and addressing turnover risks.
- Assess best practices for talent programs and recommends improvements to enhance consistency and effectiveness.
- Collaborate with HR leadership to align talent strategies with business needs.
- Establish clear metrics and governance to improve talent outcomes, including bench strength, internal mobility, and leadership readiness.
Team Collaboration & Cross Coverage
- Maintain working knowledge of all core HRBP functions to ensure continuity of service and effective coverage across the HR team.
- Share knowledge, best practices, and expertise to strengthen overall team capability.
- Collaborate with HR Operations, Benefits, Compensation, and Talent Acquisition to deliver integrated HR solutions.
- Manage human resource projects and performs other duties as assigned.
Tools
- MS Office software
- Workday
- Adobe Acrobat
Minimum Job Qualifications
- Bachelor's degree in Human Resources, Organizational Development, Education, Business Administration, Psychology, or a related discipline; or equivalent combination of education and relevant experience.
- Professional certification (ATD/CPTD, SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent) preferred.
- 6–10 years of progressive Human Resources experience with significant responsibility in talent development, learning and development, performance management, organizational effectiveness, or employee engagement.
- Demonstrated experience designing, delivering, and evaluating leadership development, manager training, and talent development programs.
- Experience facilitating workshops, training programs, and group learning experiences for leaders and employees.
- Knowledge of adult learning principles, instructional design methodologies, and leadership development best practices.
- Experience supporting talent assessment, succession planning, performance review processes, and employee development initiatives.
- Proven ability to build relationships and influence leaders at all levels of the organization.
- Strong analytical skills with the ability to use workforce data, engagement results, and talent insights to identify trends and make recommendations.
- Excellent communication, presentation, facilitation, and coaching skills.
- Strong project management and organizational skills with the ability to manage multiple initiatives simultaneously.
- Advanced proficiency with Microsoft Office applications (e.g., Outlook, Excel, PowerPoint) and experience using HRIS platforms such as Workday.
- Law firm or professional services experience preferred.
Physical Demands Writing, typing, reading, speaking, hearing, seeing, standing, sitting, bending, reaching, lifting up to 25 lbs.
Working Conditions Quiet office environment in a high-rise building, seated the majority of the time
Direct Reports None
Competencies
- Communicates effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.
- Decision Quality: Making good and timely decisions that keep the organization moving forward.
- Collaborates: Building partnerships and working collaboratively with others to meet shared objectives.
- Customer focus: Building strong customer relationships and delivering customer-centric solutions.
- Problem Solving: Seeks solutions to problems; proposes creative and effective solutions to problems; examines underlying cause of problems when seeking a solution.
- Drives results: Consistently achieving results, even under tough circumstances.
- Organization and Time Management: Orderly in approach to work; able to plan and execute work effectively and accurately; tracks and follows through on requests; prioritizes and understands urgency; able to be punctual and prepared; manages multiple tasks simultaneously.
- Manages Complexity: Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
- Instills trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity.
- Integrity: Deals with ethical issues appropriately. Acts in a way that is consistent with Firm values.
The Learning and Development Program Manager role is an amazing opportunity available on our team of professionals at Munger, Tolles & Olson, LLP! We offer competitive pay, benefits and an opportunity to make an impact in today’s world.
------------- About Munger, Tolles & Olson Munger, Tolles & Olson has topped The American Lawyer’s A-List a record twelve times, and maintains the highest average A-List ranking in the history of the award.
We strive to hire only the most qualified and creative lawyers. We believe that clerkships provide valuable experience. In this regard, nearly 75% of our lawyers and over 80% of our litigators served as law clerks to federal or state judges and sixteen attorneys were clerks to U.S. Supreme Court Justices. We recruit and retain the best professional talent to support our Attorneys with a focus on service and excellence. We have a full spectrum of functional positions including Information Technology, Information Security, Accounting, Human Resources, Legal Support, and Marketing. ------------- MTO is an equal opportunity employer and does not discriminate in employment on the basis of race, including but not limited to hair texture and protective hairstyles (for example, braids, locks, and twists), color, ethnicity, religion, gender, gender identity or expression, pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth and breastfeeding, marital or domestic partner status, parental or family care status, national origin, ancestry, age, sexual orientation, disability or medical condition, genetic characteristic, political affiliation, military or veteran status, or any other characteristic protected by federal, state or local law. It is the policy of Munger, Tolles & Olson LLP to prohibit discrimination, unlawful harassment (including sexual harassment), and retaliation. This commitment prohibits such conduct by any individual involved in MTO’s operations and by anyone doing business with or on behalf of Munger, Tolles & Olson LLP. ------------ We are a talent-first Firm and are always looking for great people. We encourage you to apply even if the level of this position is not an exact match to your qualifications. This may not guarantee your placement into the opening; however, it is always worth exploring if there is an opportunity for the future. ------------- Munger, Tolles & Olson LLP (MTO) does not accept unsolicited resumes from 3rd parties or agencies. Any unsolicited resumes and profiles received from 3rd parties or agencies will be considered property of MTO and no fees will be due or paid. If you wish to become an approved Agency with MTO, please contact a member of the MTO Talent Acquisition Team.
