Manager, Learning & Development

Role Purpose
This role leads the L&D team and the design of learning solutions that build leadership capability and workforce skills for current and future business needs. The Manager operates as a learning architect and performance consultant, ensuring that learning investment addresses real capability gaps, is embedded in the flow of work, and produces measurable business impact.

Key Accountabilities
Learning Needs Assessment & Performance Consulting

- Lead structured needs assessments with business stakeholders and HRBPs to identify root causes of performance and capability gaps before designing solutions.

- Distinguish learning needs from issues related to expectations, process, motivation, or organization design and recommend the appropriate response.

- Maintain a regular business-partnership cadence to anticipate evolving capability needs.
Leadership & Enterprise Capability Development

- Own the leadership development framework, Manager Essentials, and leadership journeys, with emphasis on practical application and measurable outcomes.

- Adapt enterprise learning, upskilling, onboarding, and assimilation priorities to business needs and available capacity.

- Oversee the full learning lifecycle across blended, digital, social, on-the-job, and instructor-led approaches.
Skills, Career Pathways & Targeted Development

- Partner on the design and evolution of the skills taxonomy, connecting roles, career pathways, learning content, credentials, and work experiences.

- Ensure employees can see how learning and development opportunities support career progression.
Learning Technology, Portfolio & Vendor Management

- Oversee LMS governance, learning standards, content accessibility, and portfolio quality; retire outdated content and address platform or delivery issues.

- Manage external content providers and training vendors, including delivery quality and value.

- Champion AI-enabled and flow-of-work learning solutions by testing new platforms, modalities, and delivery models.
Impact Measurement & Reporting

- Define success measures before program launch and track participation, capability improvement, behavior application, and business impact.

- Use learning analytics and stakeholder feedback to improve the portfolio and communicate the value of L&D investment in business terms.
People Leadership & Cross-COE Partnership

- Set team objectives, coach performance and professional growth, and build capability within the L&D team.

- Allocate work and adjust priorities based on business needs, capacity, and service requirements.

- Partner with HRBPs, Talent, Performance & Culture, and Functional Learning teams to embed learning in business and talent priorities.

What Success Looks Like in This Role

- Learning priorities are clearly connected to business, leadership, and workforce capability needs.

- Stakeholders view L&D as a performance partner rather than a training order-taker.

- Leadership and learning solutions demonstrate application at work and measurable impact.

- The learning portfolio and technology ecosystem are current, accessible, and actively used.

- Skills and career pathways are integrated with development opportunities.

- The team delivers high-quality work, manages capacity effectively, and grows its capability.

Required Experience

- 7+ years of progressive experience in HR, learning & development, talent management, organizational development, or a related people function.

- Demonstrated experience designing, delivering, or managing development programs, whether as a dedicated L&D professional or as part of a broader HR, HRBP, or talent role.

- Proven ability to consult with business leaders, diagnose capability or performance gaps, and translate them into practical solutions.

- Experience leading people or managing a team, project team, or significant cross-functional initiative.

- Track record of using data and stakeholder feedback to measure program effectiveness and drive continuous improvement.

- Bachelor's degree in Human Resources, Organizational Psychology, Education, Business, or a related field, or equivalent practical experience.

Preferred Qualifications

- Leadership development experience, including manager programs, leadership journeys, or competency frameworks.

- Hands-on experience with LMS/LXP platforms, digital learning tools, or AI-enabled learning solutions.

- Exposure to skills taxonomies, career pathing, or talent and succession processes.

- Experience in a global, matrixed, or industrial/manufacturing environment.

- Relevant certifications (e.g., ATD/CPTD, SHRM, CIPD, coaching, or assessment certifications); not required.

Candidates with broader HR backgrounds (e.g., HR Business Partner, Talent Management, or Organizational Development) who bring strong capability-building and consulting experience are encouraged to apply.