Learning & Development Manager

SUMMARY 

The Learning & Development Manager will be responsible for designing, building, and leading the organization’s Learning & Development function from the ground up. This role will establish the strategy, structure, and programs necessary to support employee development, leadership capability, and organizational effectiveness across the company.

The Learning & Development Manager will partner closely with senior leadership and Human Resources to identify capability gaps, develop scalable training frameworks, and implement learning programs that support operational excellence, leadership development, and long-term workforce growth. Focuses will include:

 

1. Systems training
2. Sales training
3. Manager training
4. Leadership development program
5. Internship/New Grad program
6. Trades school program 

 

This role requires a strategic builder who can develop a comprehensive learning ecosystem, including onboarding programs, leadership development, technical training, compliance education, and career development pathways. The individual will also establish the tools, processes, and measurement frameworks needed to ensure training initiatives deliver measurable impact and support the organization’s long-term talent strategy.

 

 ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other job-related duties may be assigned. 

 

Build the Learning & Development Function

• Design and establish the company’s Learning & Development strategy, structure, and roadmap.
• Build scalable training frameworks that support employee development across departments and locations.
• Develop policies, processes, and standards for training delivery and evaluation.
• Create a long-term learning ecosystem that supports continuous employee growth.

Leadership & Management Development

• Design and implement leadership development programs for supervisors, managers, and emerging leaders.
• Create training focused on leadership effectiveness, communication, coaching, accountability, and performance management.
• Support succession planning initiatives and leadership readiness programs.

Employee Development & Career Growth

• Develop and implement a comprehensive new hire onboarding and training program that equips employees with the knowledge, tools, and resources needed to succeed in their roles and integrate into the company’s culture.
• Design and launch a Young Professionals Sales Development Program focused on recruiting and developing early-career sales talent, building foundational sales capabilities, and creating a structured pipeline of future account managers and sales leaders.
• Build career development pathways that allow employees to expand skills and advance internally.
• Develop training programs that strengthen professional, technical, and operational capabilities.
• Lead the integration of employee development planning into the organization’s performance management framework to support career progression, skill development, and leadership readiness.

Training Design & Delivery

• Design and deliver training programs through multiple learning methods including in-person, virtual, and blended learning formats.
• Develop training curriculum, facilitator guides, learning modules, and supporting materials.
• Manage and coordinate external training providers when specialized expertise is required.

Learning Technology & Systems

• Evaluate and implement learning technology platforms such as Learning Management Systems (LMS).
• Integrate learning programs with HRIS systems to track employee development and training completion.
• Ensure learning tools are scalable and accessible across the organization.

Organizational Capability Building

• Conduct training needs assessments to identify workforce capability gaps.
• Partner with leaders to develop targeted training programs that improve operational effectiveness.
• Develop programs that support change management, process improvement, and organizational growth.

Compliance & Workplace Training

• Implement compliance training programs including workplace safety, harassment prevention, and company policy training.
• Ensure training documentation meets regulatory and audit requirements.
• Maintain accurate training records and reporting.

Program Measurement & Continuous Improvement

• Establish metrics and reporting to evaluate the effectiveness of learning programs.
• Track training outcomes, engagement levels, and return on investment.
• Continuously refine programs based on feedback, data, and evolving business needs.

 

 QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily as listed above as well as below:

 

• 6–10 years of experience in learning and development, organizational development, or corporate training.
• Demonstrated experience designing, building and/or scaling learning programs in a growing organization.
• Experience designing leadership development and employee training programs.
• Experience implementing learning management systems or training technologies.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

 EDUCATION and/or EXPERIENCE

 

Bachelor’s degree in Human Resources, Organizational Development, Education, Business Administration, or related field required. Master’s degree preferred. Equivalent work experience may be considered in lieu of a degree. PHR / SPHR / SHRM-CP / SHRM-SCP certification a strong plus.

 

COMPUTER SKILLS

 

Possess intermediate to advanced knowledge of MS Office (Word, Excel, PowerPoint and Outlook), Paycom, and related reporting tools. Internet/Intranet experience.

 

LANGUAGE SKILLS

 

Ability to read and interpret documents such as legal correspondence, safety rules, operating and maintenance instructions, and procedure manuals. Ability to write reports and detailed correspondence. Ability to speak effectively and present information to internal and external audiences.

 

 REASONING ABILITY

 

Ability to resolve problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, verbal, diagram, or schedule form. Strong problem-solving skills.

 

 PHYSICAL DEMANDS

 

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

 While performing duties of this job, the employee is regularly required to use hands to handle, or feel, and talk or hear. The employee is frequently required to sit. The employee is occasionally required to lift and/or move up to 10 pounds and rarely lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, and ability to adjust focus.

 

 WORK ENVIRONMENT

 

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

The noise level in the work environment is usually quiet.

 

Key Competencies

• Strategic Leadership: Ability to align learning and development initiatives with the organization’s strategic objectives, ensuring training programs support long-term business growth, leadership capability, and workforce development.
• Talent Development: Demonstrated ability to design and implement programs that support employee growth, skill development, and internal career progression while building a strong pipeline of future leaders.
• Organizational Capability Building: Ability to assess workforce capability gaps and develop targeted learning solutions that strengthen operational effectiveness, productivity, and organizational performance.
• Instructional Design: Expertise in designing engaging and effective training programs, curriculum, and learning materials using adult learning principles and modern training methodologies.
• Change Management: Ability to support organizational change by developing training programs that help employees and leaders adapt to new processes, systems, and business initiatives.
• Communication & Facilitation: Strong presentation and facilitation skills with the ability to communicate complex concepts clearly and deliver engaging learning experiences across diverse employee groups.
• Program Development: Ability to design, implement, and manage scalable learning programs, including leadership development initiatives, new hire training programs, and sales development programs.
• Stakeholder Collaboration: Ability to work closely with senior leadership, department heads, and operational teams to identify development needs and ensure learning initiatives support business priorities.