Role Summary
The Lead, Learning & Development owns JJA's employee development strategy, onboarding experience, training governance, workforce readiness, career pathing, mentorship, internship and co-op support, and leadership development programs. This role manages the Learning & Development Coordinator and owns the hands-on execution of the Stage 2 onboarding experience, including coordination of required pre-employment screening logistics, while partnering with HR Operations, which owns digital data onboarding governance and processing controls.
Scope of Responsibility
• Develop and execute learning and development strategies that support workforce capability, regulatory readiness, leadership development, internal mobility and organizational growth.
• Manage the Learning & Development Coordinator, including workload, priorities, coaching, process standards and training administration quality.
• Own the hands-on execution of the Stage 2 onboarding experience, including orientation, cultural integration, training assignments, regulatory learning, role readiness, required pre-employment screening logistics and new hire experience quality.
• Coordinate early-morning drug testing as required, ensure new hires report for scheduled testing, serve as the primary liaison with the drug-testing provider, coordinate retesting or other testing follow-up when necessary, and, where applicable to Field Operations hires, coordinate background-check logistics and follow-up through completion.
• Partner with HR Operations on Stage 1 digital data onboarding by supporting completion follow-up and user experience while HR Operations retains ownership of data governance, records and processing controls.
• Establish training governance standards, course assignments, learning paths, completion tracking, recordkeeping and reporting routines for required employee training.
• Develop and administer leadership development, mentorship, internship, co-op, career pathing and workforce development programs.
• Lead the implementation, tracking and ongoing maintenance of the performance management cycle, including cycle planning, communications, manager and employee guidance, completion tracking, process documentation and continuous improvement of performance enablement practices.
• Partner with Field Operations, Operations, Safety, Labor Relations, HR Business Partners, Talent Acquisition, HR Operations and executive leadership to identify development needs, resolve onboarding gaps, track outstanding requirements and confirm workforce readiness before deployment or assignment, as applicable.
• Oversee employee training communications, learning calendars, program materials, facilitator coordination, training vendor relationships and onboarding screening-provider coordination as assigned.
• Measure onboarding effectiveness, training completion, learner feedback, employee readiness and program adoption, using data to improve outcomes.
• Support change management and process adoption through training materials, manager guides, employee communications and learning reinforcement.
• Maintain compliance-related training documentation and coordinate reporting with HR Operations, Safety and functional stakeholders as needed.
• Promote company culture and employee engagement through onboarding, development and learning programs.
Job-Specific Requirements
Education: Bachelor's degree in Human Resources, Organizational Development, Education, Business Administration or related field required.
Experience: 5-7 years of Human Resources, Training, Workforce Development, Learning & Development or related experience, including program design, facilitation and stakeholder partnership. People leadership experience preferred.
Certifications: SHRM-CP, PHR, CPTD, ATD or related learning and development certification preferred.
Software Experience: Proficiency with Microsoft Office applications and experience using learning management systems, HRIS, performance management platforms, training tracking tools, reporting tools and document-management systems. Ability to coordinate training records, track completion, generate learning reports and quickly learn new HR and learning technologies.
Schedule Flexibility: Ability to work an adjusted schedule, including early-morning hours as needed, to support new hire onboarding, drug testing, orientation and field workforce-readiness activities.
Competencies
• Instructional Strategy: Designs learning approaches that align with workforce needs and business outcomes.
• Program Management: Plans, coordinates and measures learning programs with clear milestones and accountability.
• Operational Onboarding Execution: Coordinates time-sensitive onboarding activities, provider logistics, completion tracking and cross-functional follow-up to ensure new hires are ready for deployment or assignment.
• Performance Management Enablement: Coordinates the performance management cycle with clear process ownership, tracking discipline, stakeholder communication and ongoing maintenance.
• People Leadership: Coaches and develops L&D support talent while maintaining effective service standards.
• Facilitation and Communication: Delivers and supports clear, engaging learning experiences for varied employee groups.
• Stakeholder Management: Partners effectively with Operations, Safety, HR and leadership stakeholders to identify and address learning needs.
• Change Management: Supports process and behavior change through practical training, reinforcement and adoption strategies.
• Analytical Thinking: Uses feedback, completion data and readiness indicators to improve learning programs.
• Innovation: Identifies scalable, practical and engaging ways to strengthen employee development.
• Organization and Planning: Manages learning calendars, priorities, program materials and documentation effectively.
• Confidentiality and Professional Judgment: Handles employee development, readiness and performance-related information with discretion.
Disclaimer
This job description is intended to describe the general nature and level of work performed by employees assigned to this position. It is not intended to be an exhaustive list of all duties, responsibilities, qualifications or working conditions associated with the position. Duties and responsibilities may be modified, added or removed at any time based on business needs, and employees may be required to perform additional duties as assigned.
