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& Vendor Management • Oversee LMS governance, learning standards, content accessibility, and portfolio quality; retire outdated content and address platform or delivery issues.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